隨著社會、經濟日漸蓬勃發展，連續生產、提供不間斷的服務是稀鬆平常的產業生態，因此，企業實行輪班工作制度已為大勢所趨。然而，輪班工作者在長期的輪班制度下，不僅會對生理產生負面影響，對心理也可能造成龐大壓力。 本研究之目的是探討因輪班而產生的工作倦怠對於離職傾向之影響，並以工作與家庭衝突為中介變項，再探討社會支持的存在是否影響到其他變數之間的關係。希望透過這樣的研究來提供組織一些重要訊息與制定政策。例如：更注重輪班人員，發展員工協助方案或是制定相關家庭政策時，為輪班工作者打造合適的工作與家庭平衡政策。 此研究以全職的輪班工作者為研究對象，進行結構性問卷調查作業，問卷總計發出200份，其中有效問卷為180份，回收率為90%。 以下為研究結果發現： (1)因輪班而產生的工作倦怠對離職傾向有顯著之正向影響。 (2)因輪班而產生的工作倦怠對工作與家庭衝突（職家-時間衝突、家職-時間衝突）有顯著之正向影響。 (3)家職-時間衝突對離職傾向有顯著之正向影響。 (4)家職-時間衝突在因輪班而產生的工作倦怠與離職傾向間，存在部分中介效果。 (5)社會支持中的家庭支持在因輪班而產生的工作倦怠與工作與家庭衝突間，存在調節效果。 (6)社會支持中的主管支持在因輪班而產生的工作倦怠與離職傾向間，存在調節效果。 ;With the rapid development of society and economy, continuous production and service are the phenomenon of every industry. Therefore, it is a trend for organizations to implement shift work. However, under the long-term work in shifts, shift workers not only have a negative impact on workers′ physiology, but also may cause huge pressure on their psychology. The purpose of this study is to explore the impact of shift worker burnout on turnover intentions, work-family conflict as a mediator, and then to explore whether the existence of social support affects the relationship between other variables. Through this research, some important information and policies can be provided to the organization. For example, paying more attention to shift workers, building up employee assistance programs, developing appropriate work-family balance policies. In this study, take full-time shift worker as the research object to conduct a structured questionnaire survey. A total of 200 questionnaires were sent out, and 180 valid questionnaires were returned. The valid questionnaires rate is 90%. Following are the findings of this study: (1) Burnout due to shifts has a significant positive impact on turnover intention. (2) Burnout due to shifts has a significant positive impact on work-family conflicts. (3) Family-work time conflict has a significant positive effect on turnover intention. (4) Family-work time conflict has a partial mediating effect between burnout and turnover intention. (5) Family support has a moderating effect between burnout and work-family conflicts. (6) Supervisor support has a moderating effect between burnout and turnover intention.
