工作倦怠影響員工的幸福感和後續離職傾向對公司的運作穩定性帶來巨大負面影響。員工感到身心俱疲時將促成他們的離職。以往的研究皆顯示源自於持久無法消除的疲勞所造成之工作倦怠是促成離職傾向的主要原因。由於關於這個研究證明在台灣目前甚少，因此此研究希望把台灣設為研究地域，以增加該地域相關文獻。

此研究主要探討台灣工作的員工工作倦怠如何影響離職傾向，以及金錢激勵和心理資本各自對此關係的調節影響。另外，此研究也帶入了資源保守理論（COR）與社會交換理論（SET）作為支持研究模型的理論概念。此研究應用了問卷調查作為評估方式並隨機分發給在台灣工作的員工。收集結果經分析後，研究最後證實，在台灣工作的員工普遍有工作倦怠和離職傾向之情況，並且高程度的工作倦怠的確會增加離職傾向的程度。同時，有實施金錢激勵的公司和心理資本會分別加強和削弱工作倦怠和離職傾向的關係。此結果表露了員工對於這兩個變數的感知所帶來的影響，因此提供了在台灣地域的員工行為的相關文獻證明。

Job burnout is a critical issue for employees' well-being and further influences the organizations’ stability of operation arising from turnover issues. The termination of employment is incurred while an employee experiences physical and emotional despair. Previous literature has proven job burnout as a main reason leading to turnover intention due to the prolonged exhaustion that could not be relieved.  Although the fact that job burnout leads to high turnover intention is evidenced by previous studies, yet the relevant literature that focused on Taiwan context has found to be relatively rare. Hence, the study attempts to filling the gap by investigating this relevant topic to provide an additional contribution to this literature.The study objective is to identify how the burnout conditions affect turnover intention among employees in Taiwan and how other relevant sentiments such as perception towards the monetary incentives and their possession level of psychological capital (PsyCap) which possibly moderates the relationship. Meanwhile, the study has drawn theories of Conservative of Resources (COR) and Social Exchange Theory (SET) to support the model concept. The assessment was done by conducting a questionnaire as methodology and distributed among random employees working in Taiwan. The result eventually confirmed that high job burnout leads to high turnover intention in Taiwan, and the employees prevalently experienced high burnout issues with high intention of quitting their jobs. Meanwhile, the implementation of monetary incentives and PsyCap does moderate by strengthening and weakened respectively the job burnout’s effect on turnover intention. This outcome presented the influence of employees' perception on monetary incentives and their PsyCap are existed and confirmed the support of theories, which extend the understanding of employees behavior in workplace specifically in Taiwan.

Chapter 1 	Introduction	1
1.1	Research Background	1
1.2	Research objectives and questions	3
1.3	Research Process	5
Chapter 2	Literature review	7
2.1	Job burnout (JB)	7
2.2	Turnover intention (TI)	7
2.3	Monetary Incentives (MI)	8
2.4	Psychological Capital	10
2.5	Job burnout and turnover intention - based on Conservation of Resources (COR) theory	11
2.6	Moderating effect of monetary incentives- based on Social Exchange Theory (SET theory)	12
2.7	Moderating effect of Psychological Capital	13
2.8	Theoretical Framework	15
Chapter 3	Research Methodology	16
3.1	Research strategy	16
3.2	Data Collection	16
3.3	Measurement	17
3.3.1	Perceived Job Burnout	17
3.3.2	Turnover Intention Scale	18
3.3.3	Monetary incentives	19
3.3.4	Psychological Capital	19
3.4	Variables	20
Chapter 4 	Analysis results	21
4.1	Overview of respondents’ characteristics	21
4.2	Reliability and Validity test	23
4.2.1 	Job burnout	24
Reliability Test	24
Validity Test	24
4.2.2	Turnover Intention	26
Reliability Test	26
Validity Test	26
4.2.3	Monetary Incentives	27
Reliability Test	27
Validity Test	28
4.2.4	Psychological Capital	29
Reliability Test	29
Validity Test	29
4.2.5	Model reliability and validity test	31
4.3	Mean and standard deviation	32
4.4	Pearson Correlation	33
4.5	Regression analysis	34
4.5.1	Job Burnout and Turnover Intention	34
4.5.2	Monetary Incentives	34
4.5.3	Moderating effect of PsyCap and TI	36
4.5.4	Summary of results on hypothesis testing	39
Chapter 5	 Conclusion	40
5.1	Discussion and theoretical implications	40
5.2	Practical Implications	41
5.3	Limitation and further suggestion	42
References	45

List of Figures
Figure 1.1	Research Process	6
Figure 2.1	Research Framework	15
Figure 4.1	Two-way linear interaction effects estimated via regression analysis- MI			36
Figure 4.2	Two-way linear interaction effects estimated via regression analysis-PsyCap	38


List of Tables
Table 4.1	Staying period in current organization	23
Table 4.2(a)	Reliability test result of Job burnout	24
Table 4.2(b)	Validity test result of Job burnout	25
Table 4.3(a)	Reliability test result of Turnover Intention	26
Table 4.3(b)	Validity test result of Turnover Intention	27
Table 4.4(a)	Reliability test result of Monetary Incentives	28
Table 4.4(b)	Validity test result of Monetary Incentives	28
Table 4.5(a)	Reliability test result of Psychological Capital	29
Table 4.5(b) Validity test result of Psychological Capital	30
Table 4.6	Model reliability and validity test	32
Table 4.7	Mean and Standard deviation of Variables	32
Table 4.8	Pearson Correlation of all variables	33
Table 4.9	Regression analysis of Hypothesis 1	34
Table 4.10	Hierarchical Regression analysis of Hypothesis 2	34
Table 4.11	Hierarchical Regression analysis of Hypothesis 3	36
Table 4.12	Summary of results on hypothesis testing	39

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