工作壓力是企業和組織持續關心的議題，過去的研究皆說明太大的工作壓力 和工作滿意度、組織承諾、離職傾向都有顯著的關聯，而組織皆希望能找到認和企業價值觀相契合的員工，這樣的成員比較認同組織的目標，企業亦容易滿足其偏好的工作條件。本研究欲了解工作價值觀契合度是否影響了工作壓力與離職傾向之間的關係，並進一步探討工作價值觀不同構面之契合度對工作壓力與離職傾向的調節效果。 本研究以問卷調查法，以在職工作者為調查對象蒐集研究資料，共取得 178 份有效問卷，研究結果顯示工作壓力與離職傾向為正向相關，而工作價值觀契合度落差與離職傾向呈現正向相關，而各價值觀構面契合度對工作壓力及離職傾向的調節效果皆不顯著。 在這樣的結論下，了解在擁有較低的工作壓力、以及較佳的個人-組織契合 度的狀況下，成員的離職傾向皆較低，但是較佳的個人-組織契合度並無法緩解工作壓力和離職傾向之間的關係。故企業可以以增加工作價值觀契合度的方式來減少成員的離職傾向，但同時也要考慮如何管理成員的工作壓力，減少其帶來的負面影響。;Job stress is a topic that companies and organizations care a lot. Previous researches have shown that job stress is significantly related to job satisfaction, organizational commitment, and turnover intentions. In the meantime, organizations hope to find people that fits their company’s values, these people are more likely to agree with the organization′s goals and it is easier for the companies to meet their preferred working conditions. The purpose of this research is to understand whether the fit of work values affects the relationship between job stress and turnover intention. This research uses a questionnaire and collects data from people who have a full time job. We collect 178 valid research sample. The results showed that job stress and turnover intention are positively correlated, while the fit of work values and turnover intention are s negatively correlated, and the fit of different work value dimensions has no significant effect as a moderator between work pressure and turnover intention. Based on this conclusion, we can infer that under the conditions of lower work pressure and higher Personal-Organization fit, members will have lower turnover intention, but higher fit of work value cannot reduce the negative relationship between job stress and their member’s intention to leave. Therefore, the company can reduce the turnover tendency by increasing the fit of work values, but at the same time, it must also consider how to manage job stress to reduce the negative impact it brings.
