在全球化與人才荒加劇的勞動市場下，企業面臨嚴峻的人才流動挑戰，有效提 升員工留任意願已成為組織人力資源管理的重要課題。近年來，企業逐漸重視職 涯發展制度，透過提供清晰的職涯路徑與多元發展機會，強化員工的組織承諾與 穩定性。 本研究旨在探討知覺組織職涯管理對員工留任意願之影響，並將心理賦權作為 中介變項，工作自主性作為調節變項，以了解各構面如何影響留任意願。研究以 台灣地區在職人員為對象，採用便利抽樣方式蒐集資料，共取得有效樣本 222 份 ，並透過 SPSS 進行迴歸分析。研究結果顯示：（1）知覺組織職涯管理對留任意願具向顯著影響；（2）心理賦權在知覺組織職涯管理與留任意願之間具顯著中介 效果；（3）知覺組織職涯管理對心理賦權具向顯著影響；（4）心理賦權對留任 意願亦具向顯著影響； （5）工作自主性在知覺組織職涯管理與心理賦權之間具 有顯著調節效果，惟方向為負，即在高自主性情境下，制度對心理賦權的向影 響反而減弱；（6）調節式中介效果亦達顯著，方向同為負，顯示在高工作自主性 條件下，知覺組織職涯管理透過心理賦權影響留任意願的間接效果減弱，方向與 原假設相反。;In the context of globalization and an intensifying talent shortage, organizations face significant challenges in employee retention. Enhancing employees′ intention to stay has become a critical issue in human resource management. In recent years, organizations have increasingly emphasized career development systems, aiming to strengthen employees′ organizational commitment and stability by offering clear career paths and diverse development opportunities. This study explores the effect of Perceived Organizational Career Management (POCM) on Retention Intention, incorporating Psychological Empowerment as a mediating variable and Job Autonomy as a moderating variable, to better understand how these constructs influence employees′ intention to stay. A total of 222 valid responses were collected from employed individuals in Taiwan using convenience sampling. Regression analyses were conducted using SPSS with the PROCESS macro. The results revealed: (1) POCM had a significant positive effect on retention intention; (2) psychological empowerment significantly mediated the relationship between POCM and retention intention; (3) POCM had a significant positive effect on psychological empowerment; (4) psychological empowerment had a significant positive effect on retention intention; (5) job autonomy exhibited a significant moderating effect on the relationship between perceived organizational career management and psychological empowerment. However, the direction was negative, indicating that under high job autonomy, the positive impact of organizational career management on psychological empowerment was weakened; (6) the moderated mediation effect reached significance and was negative in direction, suggesting that when job autonomy is high, the indirect effect of perceived organizational career management on employees′ intention to stay—via psychological empowerment—is attenuated. This finding contradicts the original hypothesis.
