在離職意圖的研究領域中，角色壓力、工作倦怠及工作績效等為員工考量的重要前因。故本文目的為探討角色壓力、工作倦怠與離職意圖之關係，試圖解釋離職意圖的前置歷程；並以工作績效為調節變項，試圖說明工作績效對角色壓力、工作倦怠與離職意圖關係之影響。
本研究針對一般受雇者，在不限制產業別的情況下，共有250個有效樣本，所有變項皆為自評。本研究顯示角色壓力和工作倦怠與離職意圖皆呈現顯著的正向關係。最後，受雇者的工作績效對角色壓力和工作倦怠與離職意圖不具有調節之作用存在。依據上述結果，本研究提出學術與管理實務上之意涵、研究限制及未來的研究方向。

This study aims at general employees without targeting specific industries. There are 250 valid samples, and all variables are self-assessed. This study indicates that role stress, job burnout and turnover intention all show a significant positive relationship. Lastly, the performance of employees does not have a moderating effect on pressure, job burnout, and turnover intention.
Based on the results above, this study proposes the implications of academic and management practices, research limitations and future research directions.

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