政府機關中，不隨政黨輪替而變動的公務人員，是穩定這龐大組織的重要角色，然而，在組織中的管理行為與人員離職傾向之間息息相關，在公務人員體系亦然，有所謂「帶人要帶心」，良善的管理方式能夠提升人員的穩定度，當人員滿意工作的內容和工作所獲得的回報，才能安於工作進而維持政府服務品質。
本研究針對以國家科技產業及創新政策為導向，位於台灣高科技產業重鎮-科學園區管理機關內部兩不同單位運作情形，探討造成公務人員離職傾向的因素，透過訪談個案機關內部單位一、二級主管及承辦人員共23人，研究結果顯示，相較於組織認同、組織公平、工作滿意等變數，主管的領導行為是影響人員離職傾向的最重要因素；且其領導行為會間接影響成員改受組織公平、工作滿意度，進而影響離職傾向。

Among government agencies, public officials who do not change with the shift of political parties play important roles in stabilizing turnover of the large public organization. However, the management behavior in the organization is closely related to the turnover intention of employees as the case in the civil service system. A good management method can improve the turnover intention of the staff. When the staff is satisfied with the contents of the work and the rewards of the work, they can stay in the work and maintain good quality of government services.
This study investigates the national science and technology industry and innovation policy of the high-tech industry in Taiwan within the science park management agency to explore factors that cause the turnover of public servants. Through interviews with in total of 23 subjects who are internal and secondary supervisors and contractors of internal organizations, the research shows supervisor’s leadership behavior is the most important factor affecting the turnover intention, and leadership behavior will indirectly affect the members' assessment about organizational equity and job satisfaction that ties closely to the turnover intention.

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