員工因過勞或是與所從事的職業之價值觀不相符，因而有工作倦怠的現象或離職的念頭，近年來時有所聞。如何選用合適的員工，使其與從事的職業之間有高度的適配度，以強化組織的競爭力，是現今企業經營管理不可忽視的重要議題。
本研究檢視員工個人與職業適配程度、職業承諾、離職傾向及工作倦怠之間的關係，得出以下結論：(1)個人與職業適配度和職業承諾之間存在顯著正向關係；(2)職業承諾與離職傾向之間存在顯著負向關係；(3)職業承諾與工作倦怠之間存在顯著負向關係。本研究依據結論提出以下三點建議：(1)工作者應釐清自己的價值體系與能力，並依此價值體系選擇合適且同時符合自身能力的職業；(2)在選擇人才升遷上，企業應優先選擇具有高度職業承諾的員工；(3)在晉用新人方面，應以多面向檢視員工個人與職業適配的程度，降低勞資雙方的成本，使員工能在職業中獲得成就感，以求提升組織的經營績效。

This study explores the relationships among employees’ person-vocation fit, occupational commitment, intention to leave, and burnout. The results indicate that employees’ person-vocation fit is positively related to occupational commitment. Occupational commitment is negatively related to their intention to leave. It is also found that occupational commitment is negatively related to burnout. Managerial implications and suggestions for future research are thus discussed.

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