市場競爭激烈、缺工問題與變化迅速是科技業的特徵，因此組織必須具備靈活的特質，同時，面對多重變化的競爭環境，有效地招募和留住人才，不僅可以提高企業的績效、降低培訓和開發成本，並成為企業實現可持續發展和生存的關鍵。企業可以透過組建多樣化的團隊、採用轉換型領導，並提供員工所需的支持，進而減少員工離職意願：本研究將著重探討科技業，為了防止科技新貴人才不斷流失，據此探討知覺組織支持對員工離職傾向之影響，進而檢驗工作滿意度感對於前述關係所扮演的中介角色，以及加入轉換型領導作為調節變數。透過問卷調查的方式，調查任職於科技業且位於新竹科學園區、中部科學園區及南港軟體園區之企業正職員工，共收回252份有效問卷，經過分析結果支持部分假設：知覺組織支持與工作滿意度具有顯著正關係，另外工作滿意度與離職傾向則具有顯著負向關係，而工作滿意度在知覺組織支持與離職傾向間具有部分中介效果，轉換型領導在知覺組織支持與工作滿意度間不具明顯的調節效果，但本研究發現，工作年資較資深的員工，轉換型領導將於知覺組織支持與工作滿意度之間呈現正向調節項果。

Intense market competition, labor shortages, and rapid changes are characteristic of the high technology industry. Therefore, organizations must be flexible. In the face of a competitive environment with multiple changes, effective recruitment and preservation of top talent can not only improve business performance and reduce training costs, but also become key to sustainable development and survival. Enterprises can reduce turnover intention by building diverse teams, adopting transformational leadership styles, and providing employees with the necessary support. The purpose of the study was to map the relationships among Perceived Organizational Support, Jobs Satisfaction, Turnover Intention and Transformational Leadership by investigating the employees in the high-technology industry. Results are based on the sample of 252 employees who located in the Hsinchu Science Park, Central Taiwan Science Park, and Nankang Software Park. Moreover, some of the hypotheses of the study are supported. First, perceived organizational support has a significant positive relationship with job satisfaction. Second job satisfaction has a significant negative relationship with turnover intention. Third, Job satisfaction partially mediates the relationship between perceived organizational support and turnover intention. Lastly, transformational leadership does not have a significant moderating effect on the relationship between perceived organizational support and job satisfaction. However, this study found that transformational leadership has a positive moderating effect on the relationship between perceived organizational support and job satisfaction that employees with longer work experience.

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