本研究嘗試以適應力、職涯復原力、組織承諾為自變數，師徒功能為調節變項，來解釋新鮮人願意在第一份工作留任之原因。若能發掘可延長在第一份工作期間的因素，一方面期望能提升個人在職涯成功機率，另方面也提供企業主參考，進而使留任率提升，有穩定的人力來促成整體產出品質的提昇。
本研究共回收417份網路問卷，採用PLS (Partial Least Squares Path Modeling, PLS Path Modeling)對研究模型進行分析，實證結果顯示，在基本研究架構方面，留任意願會受到職涯復原力顯著且負向的影響，及受到組織承諾顯著且正向的影響，適應力對留任意願則無顯著影響。留任行為會受到留任意願顯著且正向的影響。在調節效果方面，師徒功能之職涯功能對職涯復原力與留任意願之關係，有顯著的負向調節效果。師徒功能之心理社會功能對組織承諾與留任意願之關係，有顯著的正向調節效果。師徒功能之角色楷模功能對職涯復原力與留任意願之關係，有顯著的負向調節效果。

To explore the determinants of newcomer’s retention in the first job, the present study chooses the adaptability, career resilience and organizational commitment as explanatory variables and mentoring as moderator to form the research framework. It aims to investigate the elongation of those factors in first job that has been shown positively affecting one’s career success. Besides, it helps employer to enhance job retention which induces better organizational performance in light of sustainable human resource.

To test drawn hypotheses, 417 questionnaires were collected via mobile networks and analyzed with PLS (Partial Least Squares) Path Modeling. The results show that job retention intention is negatively affected by the career resilience, positively by the organizational commitment and irrelevant to adaptability. Furthermore, the intention of job retention significantly induces job retention. For moderation, the career support function of mentoring moderates the career resilience impact on retention negatively; the psychosocial support function of mentoring moderates the organizational commitment positively; and the role model moderates the career resilience negatively.

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