本研究目的係探討組織承諾對工作生活品質與離職傾向間關係之干擾效果，以受雇於金融服務產業的員工為樣本對象，有效問卷共計505份。研究結果發現，雖然工作生活品質與離職傾向間呈現負向關係，但是組織承諾會對工作生活品質與離職傾向間之關係產生干擾效果，同時，組織承諾的干擾效果並非完全存在於工作生活品質與離職傾向之關係中，在工作生活品質之五構面當中，「工作環境及福利」、「工作特性」」、「與顧客關係」和離職傾向間之關係才會受到組織承諾不同的干擾；在「工作環境及福利」因素方面，當高組織承諾群員工感受到較高的工作環境及福利時，其離職傾向會較低組織承諾群員工來得更「低」，而在「與顧客關係」因素方面，當低組織承諾群員工與顧客關係愈好時，其離職傾向會較高組織承諾群員工來得更「高」。根據本研究結果進一步提出對管理實務及未來研究的建議。
The main purpose of this study is to examine the moderating effect of organizational commitment on the relationship between quality of work life and turnover intention. The data is composed of employees among banking service industry and is collected by 505 effective survey questionnaires. The result indicated that quality of work life is negatively related to turnover intention and organizational commitment moderated the relationship between quality of work life and turnover intention. Among the five dimensions of quality of work life, organizational commitment moderated merely the relationship between "work environment and benefit", "job characteristics", "relationship with customers" and turnover intention respectively. Practical implications and further study both are also provided.
