隨著Z世代逐漸成為職場主力，傳統的工作價值觀與組織管理模式正面臨挑戰。相較於其他世代，Z世代員工更重視工作與生活平衡、工作意義、心理支持與彈性自由。因此，當職場環境無法滿足其對工作的期待時，Z世代容易產生情緒耗竭，進而降低工作投入與提高離職傾向。特別是在當代快速變動的工作環境中，如何理解並回應Z世代員工的心理需求與離職傾向，已成為企業人力資源管理的重要課題。然而，過去文獻多著重於單一路徑之變項分析，較少整合性探討工作倦怠、工作投入與離職傾向間的交互歷程，亦較少關注職場友誼可能扮演的調節角色。因此，本研究以Z世代員工為對象，探討工作倦怠對離職傾向之影響，進一步驗證工作投入的中介角色，並分析職場友誼是否於其中發揮調節作用。
本研究透過SurveyCake發放線上問卷，針對出生於1995至2010年，並於同一公司任職滿一年以上之Z世代正職員工進行調查，最終共回收306份有效問卷。研究結果顯示：（1）工作倦怠對於離職傾向具正向關係；（2）工作倦怠對於工作投入具負向關係；（3）工作投入對於離職傾向具負向關係；（4）工作投入對工作倦怠與離職傾向具中介效果；（5）與同事及與主管間的職場友誼皆對工作投入與離職傾向間的關係皆不具調節效果。

As Generation Z gradually becomes a dominant force in the workforce, traditional work values and organizational management models are facing challenges. Compared with previous generations, Gen Z employees place greater emphasis on work-life balance, work meaning, psychological support, and flexibility. When their expectations are unmet, they are more likely to experience emotional exhaustion, leading to lower work engagement and higher turnover intention. In today’s fast-changing work environment, addressing the psychological needs and retention of Gen Z has become a key issue in human resource management. However, previous research has primarily focused on linear relationships between individual variables, with limited integration of burnout, work engagement, and turnover intention, or investigation into the moderating role of workplace friendship. Therefore, this study focuses on Gen Z employees, exploring the relationships among these four variables.
This study distributed an online questionnaire via SurveyCake, targeting members of Generation Z born between 1995 and 2010 who have been employed full-time at the same company for over one year. A total of 306 valid responses were collected. The results of the study indicate that: (1) Burnout is positively related to turnover intention; (2) Burnout is negatively related to work engagement; (3) Work engagement is negatively related to turnover intention; (4) Work engagement mediates the relationship between burnout and turnover intention; (5) Workplace friendship, both with colleagues and with supervisors, does not have a moderating effect on the relationship between work engagement and turnover intention.

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