在這個孤寂且工作佔據人生很大一部份時間的世代，在職場上能否有歸屬感是個影響員工工作表現的因素，故本研究鎖定職場友誼為研究變項，探討其對工作退縮行為與留任意願之關係，並從個人特質、任職時長和工作動機面向分別選定外向性、年資和工作自主性為調節變項，以更全面了解本研究之議題。
本研究以台灣地區之正職員工為對象，採取線上結構性問卷調查，並依實證方式 分析回收之 406 份有效問卷。結果顯示:(1)職場友誼與留任意願間具有正向關係。 (2)工作退縮行為分別與職場友誼和留任意願具有負向關係，且工作退縮行為會中介影 響職場友誼與留任意願。(3)外向性會負向調節職場友誼與工作退縮行為之間的負向關 係。因此，本研究也提出建立職場友誼之相關措施以鼓勵企業打造更為友善的職場環 境，藉此提升員工之工作投入與留任意願。

In this lonely generation where work occupies a large part of life, whether employees have a sense of belonging in the workplace is a factor that affects employees' work performance. Therefore, this study focuses on workplace friendship and explores its relationship between withdrawal behavior and stay intention. And in order to gain a more comprehensive understanding of the topic, this study also explore the moderating effects of tenure, extroversion and job autonomy on workplace friendship and withdrawal behavior.
A descriptive survey design was adopted and collected 406 responses as the final sample. The results show that (1) Workplace friendship had a positive influence on intention to stay. (2) Withdrawal behavior had a negative relationship with workplace friendship and intention to stay, and withdrawal behavior had a partial mediating effect on workplace friendship and intention to stay. (3) Extroversion had a moderating effect on workplace friendship and withdrawal behavior. Therefore, this study also proposes related human resources practices to establish workplace friendships, and encouraging companies to create a more friendly workplace environment.

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