近年銀行業面臨一連串的組織變革，金融檢查加上業務電子化增加行員負擔，使銀行員因組織變革導致角色定位模糊，離職傾向增加。實務上，降低銀行從業人員的離職率，變成一個刻不容緩的議題。過去雖然有研究探討影響離職傾向的原因，但大多探討哪些因素會增加離職傾向，而不是從降低離職傾向的觀點切入。使命感，被認為是個人對職業的一種正面且積極的態度，過去雖然有許多使命感的相關研究，但少有探討與離職傾向間的關係。再者，擁有高度使命感的員工，可能因為工作成就等正面效果的外溢，使工作對家庭產生正面的效益，進一步降低了離職傾向。故本研究嘗試從工作與家庭面向，探討使命感和離職傾向的關係。
本研究針對國內公股銀行、民營銀行、信用合作社進行調查，共收集了257份有效問卷，分析結果顯示；1.使命感和離職傾向之間，有顯著負向關係。2.使命感和職家增益之間，有顯著正向關係。3.職家增益和離職傾向之間，有顯著負向關係。4.職家增益在使命感和離職傾向之間，具有部分中介效果。

最後，提出本研究的理論與實務之意涵，並對未來研究方向提出建議。

In recent years, the banking industry has faced a series of organizational changes. Financial inspections and electronic business have increased the burden on bankers, which has made bankers' role positioning blurred due to organizational changes and increased their tendency to leave. In practice, reducing the turnover rate of bank employees has become an urgent issue. Although there have been studies in the past to explore the reasons that affect turnover intentions, most of them have explored which factors will increase turnover intentions, rather than cut from the perspective of reducing turnover intentions. Living a call is considered to be a positive attitude of an individual towards one’s career. Although there have been many studies on living a call in the past, there are few discussions on the relationship with turnover intention.
In addition, employees with a calling may have positive effects such as job achievements spillover, resulting in positive benefits for their families and further reducing their tendency to leave.
Therefore, this research attempts to explore the relationship between living a call
and turnover intention from work and family perspectives. This research conducted a survey on domestic Taiwan-based banks,foreign banks, and credit cooperatives. A total of 257 employees were collected. The analysis results show that;
1.There is a significant negative relationship between living a call and turnover
intention.
2. There is a significant positive relationship between living a call and work-family enrichment.
3. There is a significant negative relationship between work-family enrichment and turnover intention.
4. Work-family enrichment was a partial mediated by living a call and turnover intention。
Finally, research limitations and suggestions for future research are also discussed.

第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第二章 文獻探討
第一節 使命感
第二節 職家增益
第三節 離職傾向
第四節 研究假設
第三章 研究方法
第一節 研究架構
第二節 研究樣本
第三節 變數的操作性定義與衡量方法
第四節 資料分析方法
第四章 研究結果與分析
第一節 敍述性統計分析
第二節 效度分析
第三節 迴歸分析與假設檢驗結果
第五章 研究結論與建議
第一節 研究結果與討論
第二節 理論貢獻與實務意涵
第三節 研究限制與未來研究建議

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