本研究主要探討轉換型領導對離職傾向的影響，以及工作鑲嵌程度對轉換型領導與離職傾向之間關係的中介效果，並檢驗多元職涯態度對工作鑲嵌與離職傾向之干擾效果，了解多元職涯態度是否能夠削弱工作鑲嵌與離職傾向的負向關係。 本研究以資訊服務產業S公司正職員工為研究對象，採普查方式發放問卷連結，邀請受試者至網路平台（Survey Monkey）填寫問卷，合計回收有效問卷190份。以描述性統計分析、信度分析、驗證性因素分析、相關分析及迴歸分析進行資料結果分析與假設驗證，結果顯示：（1）轉換型領導與離職傾向呈現負向關係；（2）轉換型領導對工作鑲嵌有顯著的正向影響；（3）工作鑲嵌中介轉換型領導與離職傾向之間；（4）多元職涯態度對工作鑲嵌與離職傾向之間關係的干擾效果不顯著。 ;The main purpose of this study is to explore the influence of transformational leadership on turnover intention as well as the mediation effect of job embeddedness on the aforementioned relationship. In the meantime, the present study also try to explore the moderating effect of employees’ protean career attitude on the relationship of job embeddedness and turnover intention. The data were collected from fulltime employees of a Taiwanese information services company using online surveys. With 190 effective questionnaires, the results of statistical analysis indicated that transformational leadership was negatively associated with turnover intention and positively associated with job embeddedness. Job embeddedness mediated the relationship between transformational leadership and turnover intention. Protean career attitude had no moderating effect on the relationship between job embeddedness and turnover intention.
