本研究主要目的在探討玻璃天花板認知、工作鑲嵌與離職傾向之間的關聯性，並檢驗工作鑲嵌對玻璃天花板認知與離職傾向之干擾效果、了解工作鑲嵌認知是否能夠削弱玻璃天花板認知與離職傾向的正向關係。 本研究以台灣地區各產業領域不同工作性質的正職員工為研究對象，採用便利抽樣並佐以滾雪球的方式發放問卷連結，邀請受試者至網路平台(Survey Monkey)上填寫問卷，合計回收有效問卷為270份。敍述性統計分析、Pearson積差相關分析、驗證性因素分析及階層迴歸分析之結果顯示：(1)玻璃天花板認知與離職傾向呈現正向關係；(2)工作鑲嵌與離職傾向呈現負向關係；(3)工作鑲嵌(連結)與離職傾向呈現負向關係；(4)工作鑲嵌(契合)與離職傾向呈現負向關係；(5)工作鑲嵌(犠牲)與離職傾向呈現負向關係；(6)工作鑲嵌對玻璃天花板認知與離職傾向沒有干擾效果；(7)工作鑲嵌(連結)對玻璃天花板認知與離職傾向沒有干擾效果；(8)工作鑲嵌(契合)對玻璃天花板認知與離職傾向沒有干擾效果；(9)工作鑲嵌(犠牲)對玻璃天花板認知與離職傾向沒有干擾效果。 ;The main purpose of this research is to explore the moderating effect of job embeddedness on the relationship between glass ceiling perception and turnover intention, to explore the relationships between glass ceiling perception, job embeddedness, and turnover intention, and whether job embeddedness will weaken the proposed positive relationship between glass ceiling perception and turnover intention. Data were collected from full-time employees with different types of jobs in various industries and fields in Taiwan. The link of the questionnaire on SurveyMonkey was distributed using snowball sampling approach. The total number of valid questionnaires was 270. The results indicated that: (1) Glass ceiling perception is positively related to turnover intention. (2) Job embeddedness is negatively related to turnover intention. (3) Job embeddedness (links) is negatively related to turnover intention. (4) Job embeddedness (fit) is negatively related to turnover intention. (5) Job embeddedness (sacrifice) is negatively related to turnover intention. (6) Job embeddedness has no moderating effect on the relationship between glass ceiling perception and turnover intention. (7) Job embeddedness (links) has no moderating effect on the relationship between glass ceiling perception and turnover intention. (8) Job embeddedness (fit) has no moderating effect on the relationship between glass ceiling perception and turnover intention. (9) Job embeddedness (sacrifice) has no moderating effect on the relationship between glass ceiling perception and turnover intention
