對於企業來講，員工就是最大的資產，人材的培養與留任，則成了企業在經營時最常討論議題之一。企業如果能成功的將員工留任意願提高，就能在經營拓展業務上解決大多企業所遇到的無適用人材與人材難以培育的痛點。
本研究旨在探討企業員工的工作壓力與工作倦怠對於員工們繼續留任的意願影響，並從中瞭解企業員工的知覺組織支持是否會調節工作壓力和工作倦怠對留任意願的影響。本研究對象是採用研究者本身任職的上市A企業的員工，並以「工作壓力量表」、「工作倦怠量表」、「知覺組織支持量表」以及「留任意願量表」作為研究工具。透過便利取樣最後共得到240名有效樣本。所得樣本資料再經由描述統計、皮爾森積差相關分析以及階層迴歸法進行分析處理，並歸納出以下結論：
(一) 企業員工的工作壓力與留任意願呈現負向關係，即工作給予的壓力感受越高的員工，留任的意願就越低。
(二) 企業員工的工作倦怠與留任意願呈現負向關係，即工作產生的倦怠程度越高的員工，留任的意願就越低。
(三) 企業員工的知覺組織支持會負向調節工作壓力與留任意願之間的關係，當知覺組織支持愈高，會弱化工作壓力與留任意願之間的負向關係。即當員工感受到組織支持度越高時，會降低工作給予的壓力感受，進而增加留任於企業的意願。
(四) 企業員工的知覺組織支持會負向調節工作倦怠與留任意願之間的關係，當知覺組織支持愈高，會弱化工作倦怠與留任意願之間的負向關係。即當員工感受到組織支持度越高時，會降低工作產生的倦怠程度，進而增加留任於企業的意願。

For an enterprise, employees are the greatest asset, and the cultivation and retention of talents have become one of the most frequently discussed topics in the operation of the enterprise. Suppose an enterprise can successfully increase employees’ intention to stay in the company, in terms of business expansion, it will solve the pain points that most companies encounter due to the lack of suitable talents, and the difficulty of nurturing skills.
The primary purpose of this study is to examine the effects of stress and job burnout on the employee intention to stay from the corporate staffs. Meanwhile, this study investigated the moderating impact of perceived corporate support on work stress and job burnout, which determine the employee’s work intention to stay. This study employed “Questionnaire of Employee Work Stress”, “Questionnaire of Employee Job Burnout”, “Questionnaire of Employee Perceived Organizational Support,” and “Questionnaire of Employee Intention of Stay” for data collection. There were 240 valid samples for this study. The collected data were analyzed by Descriptive Statistics, Pearson product-moment correlation coefficient, and multiple hierarchical regression analysis. The conclusions of the study were as follows:
(1)A negative relationship between employee stress and employee intention to stay. That is, the higher pressure from work, the less willingness to stay. (2)A negative relationship between employee job burnout and his intention to stay. That is, the higher job burnout, the less willingness to stay.(3)There was a moderating effect from employee perceived organizational support on the effects of stress on the employee stay intention. When employees feel a higher degree of administrative support, it will reduce the pressure of work and increase their willingness to stay in the company.(4)There was a moderating effect from employee perceived organizational support on the effects of job burnout on the employee stay. When employees feel a higher degree of administrative support, it will reduce the degree of burnout caused by work and increase the willingness to stay in the company.

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