本研究主要探討轉換型領導對離職傾向的影響，以及工作鑲嵌程度對轉換型領導與離職傾向之間關係的中介效果，並檢驗多元職涯態度對工作鑲嵌與離職傾向之干擾效果，了解多元職涯態度是否能夠削弱工作鑲嵌與離職傾向的負向關係。
本研究以資訊服務產業S公司正職員工為研究對象，採普查方式發放問卷連結，邀請受試者至網路平台（Survey Monkey）填寫問卷，合計回收有效問卷190份。以描述性統計分析、信度分析、驗證性因素分析、相關分析及迴歸分析進行資料結果分析與假設驗證，結果顯示：（1）轉換型領導與離職傾向呈現負向關係；（2）轉換型領導對工作鑲嵌有顯著的正向影響；（3）工作鑲嵌中介轉換型領導與離職傾向之間；（4）多元職涯態度對工作鑲嵌與離職傾向之間關係的干擾效果不顯著。

The main purpose of this study is to explore the influence of transformational leadership on turnover intention as well as the mediation effect of job embeddedness on the aforementioned relationship. In the meantime, the present study also try to explore the moderating effect of employees’ protean career attitude on the relationship of job embeddedness and turnover intention. The data were collected from fulltime employees of a Taiwanese information services company using online surveys. With 190 effective questionnaires, the results of statistical analysis indicated that transformational leadership was negatively associated with turnover intention and positively associated with job embeddedness. Job embeddedness mediated the relationship between transformational leadership and turnover intention. Protean career attitude had no moderating effect on the relationship between job embeddedness and turnover intention.

104人資學院. (2018). 104人資FBI調查報告. Retrieved from https://ehr.104.com.tw/download/2018FBI_hrReport.pdf
Ali, N. (2008). Factors affecting overall job satisfaction and turnover intention. Journal of Managerial Sciences, 2(2), 239-252.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.
Amankwaa, A., & Anku-Tsede, O. (2015). Linking Transformational Leadership to Employee Turnover: The Moderating Role of Alternative Job Opportunity. International Journal of Business Administration, 6(4). doi:10.5430/ijba.v6n4p19
Arthur, M. B., & Rousseau, D. M. (2001). The boundaryless career: A new employment principle for a new organizational era: Oxford University Press on Demand.
Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25(8), 951-968.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Ballinger, G. A., Cross, R., & Holtom, B. C. (2016). The right friends in the right places: Understanding network structure as a predictor of voluntary turnover. journal of Applied Psychology, 101(4), 535.
Baruch, Y. (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human Resource Management Journal, 16(2), 125-138.
Baruch, Y., Wordsworth, R., Mills, C., & Wright, S. (2016). Career and work attitudes of blue-collar workers, and the impact of a natural disaster chance event on the relationships between intention to quit and actual quit behaviour. European Journal of Work Organizational Psychology, 25(3), 459-473.
Bass, B., & Avolio, B. (1995). MLQ multifactor leadership questionnaire: Mind Garden.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: The Free Prss.
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. California: Sage.
Bennis, W., & Nanus, B. (1985). The strategies for taking charge (Vol. 41). leaders: New York:Harper.Row.
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological bulletin, 88(3), 588.
Bergiel, E. B., Nguyen, V. Q., Clenney, B. F., & Taylor, G. S. (2009). Human resource practices, job embeddedness and intention to quit. Management Research News, 32(3), 205-219.
Bollen, K. A., & Long, J. S. (1993). Testing structural equation models (Vol. 154): Sage.
Breaugh, J. A., & Mann, R. B. (1984). Recruiting source effects: A test of two alternative explanations. Journal of Occupational Psychology, 57(4), 261-267.
Briscoe, J. P., & Finkelstein, L. M. (2009). The “new career” and organizational commitment. Career Development International, 14(3), 242-260.
Briscoe, J. P., & Hall, D. T. (2002). The protean orientation: Creating the adaptable workforce necessary for flexibility and speed. Paper presented at the annual meeting of the Academy of Management, Denver.
Briscoe, J. P., & Hall, D. T. (2006). The interplay of boundaryless and protean careers: Combinations and implications. Journal of Vocational Behavior, 69(1), 4-18. doi:10.1016/j.jvb.2005.09.002
Briscoe, J. P., & Hall, D. T. (2006). Protean and boundaryless career assessment collection. Boston: MA: Unpublished, copyrighted scale collection

Briscoe, J. P., Hall, D. T., & DeMuth, R. L. F. (2006). Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior, 69(1), 30-47. doi:10.1016/j.jvb.2005.09.003
Browne, M. W., & Cudeck, R. (1992). Alternative ways of assessing model fit. Sociological methods research, 21(2), 230-258.
Bryman, A. (1993). Charismatic leadership in business organizations: Some neglected issues. The Leadership Quarterly, 4(3-4), 289-304. doi:10.1016/1048-9843(93)90036-S
Bss, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational dynamics, 18(3), 19-31.
Burns, J. M. (1978). Leadership. New York: Harper & Row.
Butler Jr, J. K., Cantrell, R. S., & Flick, R. J. (1999). Transformation leadership behaviors, upward trust, and satisfaction in self-managed work teams. Organization Development Journal, 17(1), 13.
Bycio, P., Hackett, R. D., & Allen, J. S. (1995). Further assessments of Bass's (1985) conceptualization of transactional and transformational leadership. journal of Applied Psychology, 80(4), 468.
Cabrera, E. F. (2009). Protean organizations Reshaping work and careers to retain female talent. Career Development International, 14(2-3), 186-201. doi:10.1108/13620430910950773
Chay, Y. W., & Aryee, S. (1999). Potential moderating influence of career growth opportunities on careerist orientation and work attitudes: Evidence of the protean career era in Singapore. Journal of Organizational Behavior, 20(5), 613-623.
Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of Management Review, 11(1), 55-70.
Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. psychometrika, 16(3), 297-334.
Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. journal of Applied Psychology, 92(4), 1031.
De Vos, A., & Soens, N. (2008). Protean attitude and career success: The mediating role of self-management. Journal of Vocational Behavior, 73(3), 449-456.
Direnzo, M. S., Greenhaus, J. H., & Weer, C. H. (2015). Relationship between protean career orientation and work-life balance: A resource perspective. Journal of Organizational Behavior, 36(4), 538-560. doi:10.1002/job.1996
Edmondson, A. C. (2003). Speaking up in the operating room: How team leaders promote learning in interdisciplinary action teams. Journal of management studies, 40(6), 1419-1452.
Enache, M., Sallan, J. M., Simo, P., & Fernandez, V. (2011). Examining the impact of protean and boundaryless career attitudes upon subjective career success. Journal of Management Organization, 17(4), 459-473.
Essien, E., Adekunle, O., & Oke-Bello, A. (2013). Managerial style and staff turnover in nigerian banks: A comparative analysis. American International Journal of Social, 2(6), 79-93.
Gerbing, D. W., & Anderson, J. C. (1992). Monte Carlo evaluations of goodness of fit indices for structural equation models. Sociological methods research, 21(2), 132-160.
Ghadi, M. Y., Fernando, M., & Caputi, P. (2013). Transformational leadership and work engagement. Leadership Organization Development Journal.
Gill, A. S., Flaschner, A. B., & Shachar, M. (2006). Mitigating stress and burnout by implementing transformational-leadership. International Journal of Contemporary Hospitality Management, 18(6), 469-481. doi:10.1108/09596110610681511
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463-488.
Griffith, J. (2004). Relation of principal transformational leadership to school staff job satisfaction, staff turnover, and school performance. Journal of educational administration.
Guest, D. E., & Rodrigues, R. (2012). Can the organizational career survive? An evaluation within a social exchange perspective. In The Employee-Organization Relationship (pp. 235-264): Routledge.
Gwavuya, F. (2011). Leadership influences on turnover intentions of academic staff in tertiary institutions in Zimbabwe. Academic Leadership: The Online Journal, 9(1), 36.
Hall, D. T. (1976). Careers in organizations. Glenview: IL: Scott,Foresman.
Hall, D. T. (2002). Careers in and out of organizations: Sage.
Hall, D. T. (2004). The protean career: A quarter-century journey. Journal of Vocational Behavior, 65(1), 1-13.
Hamstra, M. R. W., Van Yperen, N. W., Wisse, B., & Sassenberg, K. (2011). Transformational-Transactional Leadership Styles and Followers' Regulatory Focus Fit Reduces Followers' Turnover Intentions. Journal of Personnel Psychology, 10(4), 182-186. doi:10.1027/1866-5888/a000043
Harris, K. J., Wheeler, A. R., & Kacmar, K. M. (2011). The mediating role of organizational job embeddedness in the LMX–outcomes relationships. The Leadership Quarterly, 22(2), 271-281.
Hatton, C., & Emerson, E. (1993). Organizational predictors of perceived staff stress, satisfaction, and intended turnover in a service for people with multiple disabilities. Mental retardation, 31(6), 388.
Hayduk, L. A. (1987). Structural equation modeling with LISREL: Essentials and advances: Jhu Press.
Hayes, A. F. (2013). Introduction to mediation,moderation,and conditional process anaylsis：A regression-based approch. New York: Guilford Press.
Hinkin, T. R., & Tracey, J. B. (2000). The cost of turnover: Putting a price on the learning curve. Cornell hotel restaurant administration quarterly, 41(3), 14-21.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 turnover and retention research: a glance at the past, a closer review of the present, and a venture into the future. The Academy of Management Annals, 2(1), 231-274.
Hom, P. W., & Griffeth, R. W. (1995). Employee turnover. Cilcinnati,OH: South-Western.
House, R. J., & Aditya, R. N. (1997). The social scientific study of leadership: Quo vadis? Journal of Management, 23(3), 409-473.
House, R. J., Spangler, W. D., & Woycke, J. (1990). Personality and charisma in the US presidency: A psychological theory of leadership effectiveness. Paper presented at the Academy of Management Proceedings.
Hughes, L. W., Avey, J. B., & Nixon, D. R. (2010). Relationships between leadership and followers’ quitting intentions and job search behaviors. Journal of Leadership Organizational Studies, 17(4), 351-362.
Hui, T. H., Chan, A. W., & Pervaiz, K. A. (2016). A discussion paper: Gender differences in protean career orientation.
Irving, P. G., Coleman, D. F., & Cooper, C. L. (1997). Further assessments of a three-component model of occupational commitment: Generalizability and differences across occupations. journal of Applied Psychology, 82(3), 444-452. doi:10.1037/0021-9010.82.3.444
Jiang, K., Liu, D., McKay, P. F., Lee, T. W., & Mitchell, T. R. (2012). When and how is job embeddedness predictive of turnover? A meta-analytic investigation. journal of Applied Psychology, 97(5), 1077.
Jung, D. I., & Avolio, B. J. (2000). Opening the black box: An experimental investigation of the mediating effects of trust and value congruence on transformational and transactional leadership. Journal of Organizational Behavior, 21(8), 949-964.
Kinnie, N., & Swart, J. (2012). Committed to whom? Professional knowledge worker commitment in cross‐boundary organisations. Human Resource Management Journal, 22(1), 21-38.
Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C. (2004). The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover. Academy of Management Review, 47(5), 711-722.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. Research in personnel human resources management, 15, 47-120.
Lin, Y. C. (2015). Are you a protean talent? The influence of protean career attitude, learning-goal orientation and perceived internal and external employability. Career Development International, 20(7), 753-772.
Maaitah, A. M. (2018). The Role of Leadership Style on Turnover Intention. International Review fo Management and Marketing, 8(5), 24.
MacKenzie, S. B., Podsakoff, P. M., & Rich, G. A. (2001). Transformational and transactional leadership and salesperson performance. Journal of the academy of marketing science, 29(2), 115.
Mallol, C. M., Holtom, B. C., & Lee, T. W. (2007). Job embeddedness in a culturally diverse environment. Journal of Business Psychology, 22(1), 35-44.
Martin, R., & Epitropaki, O. (2001). Role of organizational identification on implicit leadership theories (ILTs), transformational leadership and work attitudes. Group processes intergroup relations, 4(3), 247-262.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Review, 44(6), 1102-1121.
Mobely, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. journal of Applied Psychology, 62(2), 237-240. doi:10.1037/0021-9010.62.2.237
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. journal of Applied Psychology, 63(4), 408.
Moser, K. (2005). Recruitment sources and post-hire outcomes: The mediating role of unmet expectations. International Journal of Selection and Assessment, 13(3), 188-197. doi:10.1111/j.1468-2389.2005.00314.x
Ng, T. W., & Feldman, D. C. (2009). Occupational embeddedness and job performance. Journal of Organizational Behavior, 30(7), 863-891.
Nunnally, J. (1978). Psychometric methods. 1978. In: New York: McGraw-Hill.
O'Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of management journal, 34(3), 487-516.
Ozarow, D., & Croucher, R. (2014). Workers’ self-management, recovered companies and the sociology of work. Sociology, 48(5), 989-1006.
Polanyi, K. (1957). The Great Transformation - the political and economic origins of our time. Beacon Press: Boston.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological bulletin, 80(2), 151.
Price, J. L. (1977). The Study of turnover. Iowa State University Press.
Reichers, A. (1985). A Review and Reconceptualization Commitment. Academy of management journal, 10, 465-476.
Sahu, S., Pathardikar, A., & Kumar, A. (2018). Transformational leadership and turnover. Leadership Organization Development Journal.
Segers, J., Inceoglu, I., Vloeberghs, D., Bartram, D., & Henderickx, E. (2010). Protean and boundaryless careers: A study on potential motivators (vol 37, pg 212, 2008). Journal of Vocational Behavior, 77(1), 154-155. doi:10.1016/j.jvb.2010.04.005
Shen, Y., & Hall, D. T. (2009). When expatriates explore other options: Retaining talent through greater job embeddedness and repatriation adjustment. Human Resource Management, 48(5), 793-816.
Sousa-Poza, A., & Henneberger, F. (2004). Analyzing job mobility with job turnover intentions: An international comparative study. Journal of economic issues, 38(1), 113-137.
Sparrowe, R. T., & Liden, R. C. (2005). Two routes to influence: Integrating leader-member exchange and social network perspectives. Administrative Science Quarterly, 50(4), 505-535.
Stevens, J. M., Beyer, J. M., & Trice, H. M. (1978). Assessing personal, role, and organizational predictors of managerial commitment. Academy of management journal, 21(3), 380-396.
Sullivan, S. E., & Baruch, Y. (2009). Advances in career theory and research: A critical review and agenda for future exploration. Journal of Management, 35(6), 1542-1571.
Supeli, A., & Creed, P. A. (2016). The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit. Journal of Career Development, 43(1), 66-80. doi:10.1177/0894845315581686
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
Volmer, J., & Spurk, D. (2011). Protean and boundaryless career attitudes: Relationships with subjective and objective career success. Zeitschrift für ArbeitsmarktForschung, 43(3), 207-218.
Waldman, D., Ramirez, G., House, R., & Puranam, P. (1996). The effects of US CEO leader behavior on firm profits under conditions of environmental certainty and uncertainty: A longitudinal investigation. Reginald Jones Center for Strategic Management, Wharton School of Management.
William Lee, T., Burch, T. C., & Mitchell, T. R. (2014). The story of why we stay: A review of job embeddedness. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 199-216.
Yukl, G. A. (2007). Leasership In Organizations (6th ed.): Pearson Education India.
Yukl, G. A. (2013). Leadership in Organizations, 9/e: Pearson Education India.
Zhang, M., Fried, D. D., & Griffeth, R. W. (2012). A review of job embeddedness: Conceptual, measurement issues, and directions for future research. Human Resource Management Review, 22(3), 220-231.
王忠軍, 溫琳, & 龍立榮. (2015). 無邊界職業生涯研究:二十年回顧與展望 %J 心理科學. (01).
巫繼昇. (2006). 「家長式領導」「交易式領導」「轉型領導」對「組織承諾」影響之研究—以陸軍軍官學校為例. (碩士), 樹德科技大學, 高雄市. Retrieved from https://hdl.handle.net/11296/wrc5sf
曹千云. (2011). 多元職涯態度前因與後果之研究. (碩士), 國立彰化師範大學, 彰化縣. Retrieved from https://hdl.handle.net/11296/95gtqw
彭台光, 高月慈, & 林鉦棽. (2006). 管理研究中的共同方法變異: 問題本質, 影響, 測試和補救. 管理學報, 23(1), 77-98.
劉燕蓉. (2016). 職家衝突, 工作鑲嵌與離職傾向之關聯性-以選擇, 最適化, 補償策略為調節變項. National Central University,