本研究主要的目的是驗證342 位來自不同公司與產業的員工，其感知組織職涯管理和自我職涯管理對工作鑲嵌與離職傾向的交互作用。迴歸分析的結果顯示(1)員工感知組織職涯管理會完全透過工作鑲嵌的中介效果，與員工的離職傾向產生負相關。研究結果也顯示(2)自我職涯管理會調節感知組織職涯管理與工作鑲嵌之間正向的關聯性，當自我職涯管理的程度較高時，此正向的關係會被強化。最後(3)調節式中介的分析結果顯示，當員工有較高的自我職涯管理時，感知組織職涯管理透過工作鑲嵌而對離職傾向產生的負向影響效果會被強化，具有調節式中介效果。;The main purpose of this study is to examine joint and interactive effects of employee perceived organizational career management and career self-management on job embeddedness and turnover intention among 342 employees from diversified companies and industries. The regression analysis results indicated that (1) perceived organizational career management was negatively related to turnover intention, with mediated by job embeddedness. The results also showed that (2) career self-management moderated the relationship between perceived
organizational career management and job embeddedness such that this positive relationship was stronger when employees had a higher lever of career self-management. Finally, (3) the results of the analysis of moderated mediation showed that for employees with higher level of
career self-management, the indirect effect of perceived organizational career management on turnover intention through job embeddedness was stronger.