自現代企業有管理制度以來，員工離職一直都是研究討論的焦點，伴隨著世界經濟的發展及科技所掀起的革命浪潮，市場競爭愈來愈激烈，企業想要生存、永續經營，加強人才管理是致勝關鍵之所在，人才是最重要的企業資本之一，如何減少人才流失及留才為目前企業最受困擾的議題，更是人力資源管理的重心主軸所在，是故本研究從兩個面向來探討與離職傾向之關係，一則是從造成員工離職之因素的角度探討（職家衝突），另一則是從企業留才的角度探討（工作鑲嵌），並檢視選擇、最適化、補償策略（SOC策略）是否會干擾上述之關係。 本研究採用問卷調查的方式，以實施便利抽樣針對各產業的在職人士發放問卷，採兩段不同的時間點透過紙本問卷、E-mail電子問卷以及線上問卷的形式進行資料蒐集，最後回收的有效樣本數為358份，有效回收率為71.6%。而經由階層迴歸分析之結果顯示(1)職家衝突與離職傾向有正向關聯性；(2)工作鑲嵌與離職傾向有負向關聯性；(3)選擇、最適化、補償策略（SOC策略）在職家衝突與離職傾向正向的關係間具有調節效果，較少採用SOC策略的員工，其職家衝突與離職傾向的關係會愈強。 ;Since the introduction of contemporary management, the study of employee turnover has been the focus of discussion. Following the globalization of the economy and the revolution of technology and science, the world economy has become ever more competitive. Organizations that are to stay in business and sustain development of business need to strengthen their talent management as it is the key to success. Talent is one of the most important enterprise capital; managing attrition and talent retention are currently the most perplexing organization issue. It is also seen as a focal point in human resources management. Therefore, this study is aimed at from two aspects exploring their relationships with turnover intention – the causes and effects of employee turnover (Work-to-Family Conflict) and the perspective of business retaining the talent (Job Embeddedness). The study will also examine the moderating effect of selective, optimization with compensation strategy (SOC Strategies) between work-to-family conflict, job embeddedness and turnover intention. To draw representative data from employed individuals in various industries, this study was conducted by using a questionnaire survey through convenience sampling. Paper, email and on-line questionnaires were used to collect data in two stages. A total number of 358 valid questionnaires with the effective rate of 71.6 percent was collected for data analysis. The results of hierarchical regression analysis showed that a. Work-to-family conflict has a positive relationship with turnover intention; b. Job embeddedness has a negative relationship with turnover intention; and c. Selective, optimization with compensation strategy (“SOC strategies”) has a moderating effect between work-to-family conflict and turnover intention, such that this relationship is stronger when employees with weak SOC strategies.
