本研究以不同行業之在職員工為研究對象，以線上問卷方式發放並回收259份問卷。採用量化分析方法針對組織溝通、組織信任與留任意願間之關係，以及組織溝通對組織信任的影響是否會受總工作年資的調節進行探討。經研究後發現，組織溝通對組織信任和留任意願具正向影響，組織信任和留任意願有顯著的正向關係，且組織溝通會透過組織信任的部分中介效果對留任意願產生顯著的正向影響。除此之外，總工作年資確實也在組織溝通對組織信任的影響上產生顯著的正向調節作用。本研究根據上述結果進行討論，建議企業應透過管理措施促進組織溝通及組織信任以留住人才，且未來可進一步研究其他影響組織信任和留任意願之不同因素，期望歸納之結論與建議能對人力資源管理實務及未來研究有所助益。

The research subject of this study is on incumbent employees from different industries. 259 valid responses were retrieved from online questionnaire. The study uses statistical analysis to investigate the relationship among organizational communication, organizational trust and retaining intention. Simultaneously, this study using hierarchical regression to analyze whether job tenure moderates the effect between organizational communication and organizational trust. The results of analysis demonstrate that organizational communication has positive effects on organizational trust and retaining intention. Furthermore, organizational trust relates positively to retaining intention and there is partial mediation effect of organizational trust on organizational communication to retaining intention. Lastly, job tenure positively moderates the effect on organizational communication to organizational trust. On this basis, it is recommended that companies should enhance organizational communication and trust to retain the talents. Further research is needed to identify other factors that can affect organizational trust and retaining intention. The study findings may provide a guide or suggestions for human resource management practices and further research.

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