離職的發生，會降低員工士氣與組織績效的表現，進而影響企業的管理與發展。針對離職意圖能有效預測離職的發生，提供企業進行人事規劃的依據。2016年底實施的工時制度引起爭議，因此本研究探討工時制訂與組織承諾對離職意圖影響。是以半結構式訪談方法，選定員工人數700名，且成立40年的知名食品製造廠。隨機抽樣18名員工，分析因工時制訂限制了員工的加班收入，導致負擔家庭經濟重擔的勞工，會轉以兼職或尋求更好的工作機會；企業透過管理，提升員工組織承諾，則可有效降低離職意圖的發生，此結論可提供相關企業管理決策的參考。
The occurrence of resignations reduces employee morale and performance of the organization, which will further affect the management and development of enterprises. Aiming at figuring out intentions behind the resignations can effectively predict these occurrences and provides the basis for personnel planning. The working hour system implemented at the end of 2016 has caused controversial issues. This study therefore discusses the influence of working hour formulation and organizational commitment on the intention of leaving the company. It is a semi-structural interview that selects 700 employees from a famous food factory established 40 years ago. A random sample of 18 employees was selected to conduct an analysis on how the overtime income of employees limited by the regulation of designated working hours could lead to the shift of workers, most of whom having family economic burden, to part-time jobs or better job opportunities. Through managing improvements of organizational commitment of the employees, I argue that enterprises can effectively reduce the occurrence of turnover intention. This conclusion can provide references for relevant management decisions of enterprises in the future.
