於當今全球化、數位轉型和快速變動的大環境中，企業將面臨難以預測的諸多挑戰，更需要具有轉換型領導能力的領導者來引領變革和創新。特別是在競爭激烈又常態缺工的勞動市場中，轉換型領導更是一種必備的核心能力，能帶領著員工靈活又快速地適應訊息萬變的環境，並提供有趣及有價值與成就的工作來保持員工熱情和投入，同時有規劃地關注員工可能會面臨的角色壓力，皆是能打造良善組織文化、促進團隊合作和提高留任意願的營運管理策略。 故，本研究以轉換型領導為研究主題，探討轉換型領導與留任意願的關聯程度，並以組織公民行為及工作角色壓力為序列中介變項，進一步探究影響員工留任意願的原因。研究範圍以現況仍在職的勞動者為樣本蒐集對象，有效問卷為277份，問卷回收後經由統計分析發現：(1)轉換型領導對於留任意願具有正向影響；(2)轉換型領導對於組織公民行為具有正向影響；(3)轉換型領導對於工作角色壓力具有負向影響；(4)組織公民行為對於工作角色壓力具有負向影響；(5)組織公民行為對於留任意願具有正向影響；(6)工作角色壓力對於留任意願具有負向影響；(7)轉換型領導對於留任意願具有正向影響，而組織公民行為及工作角色壓力在其中具有序列中介效果。 ;In today′s globalized, digitally transformed, and rapidly changing environment, enterprises are facing more serious challenges, necessitating leaders with transformational leadership capabilities to guide change and innovation. Particularly in fiercely competitive labor markets experiencing chronic shortages, transformational leadership becomes an essential core competency, enabling leaders to lead employees to adapt flexibly and swiftly to changing environments. It involves providing interesting and valuable work to maintain employee enthusiasm and commitment, while also consciously addressing the role pressures faced by employees. These practices shape organizational culture, promote teamwork, and enhance retention strategies. Therefore, this study focuses on transformational leadership as its main theme, exploring the relationship between transformational leadership and intention to stay. Organizational citizenship behavior and job role stress are considered as sequential mediating variables to further investigate the factors influencing employees′ intention to stay. The research scope includes currently employed workers as the sample collection targets, with 277 valid questionnaires collected. Statistical analysis of the questionnaires revealed the follows：(1)transformational leadership has a positive impact on intention to stay; (2)transformational leadership has a positive impact on organizational citizenship behavior; (3)transformational leadership has a negative impact on job role stress; (4)organizational citizenship behavior has a negative impact on job role stress; (5)organizational citizenship behavior has a positive impact on intention to stay; (6)job role stress has a negative impact on intention to stay; (7)transformational leadership has a positive impact on intention to stay, and organizational citizenship behavior and job role stress serving have a serial mediating effect on this relationship.
