本研究目的為了解甫進入職場的新世代——Z世代（1995年後出生）工作者，與Y世代（1981至1994年出生）工作者之工作態度（離職意圖、工作滿意度、工作生活平衡、外在動機與內在動機）有無差異，並探討世代是否調節工作態度與離職意圖之關係。本研究以網路問卷進行調查，共獲得211份Y世代與195份Z世代之有效問卷。根據獨立樣本 t 檢定之分析結果發現，兩個世代在前述工作態度並無達顯著差異；而透過多元迴歸分析則發現世代對於工作生活平衡與離職意圖之關係有調節效果。此外，工作滿意度對於兩個世代的離職意圖之影響皆有負相關之顯著效果；而工作生活平衡僅對於Z世代的離職意圖有顯著的負向關係。作者依據本研究結果提供未來管理實務建議。

This study examines the potential generational differences between Generation Y and Generation Z in workplace attitudes (job satisfaction, work-life balance, intrinsic motivation, extrinsic motivation, and turnover intention). In addition, the study investigates whether employee generation moderates the relationship between work attitudes and turnover intention. Using an online survey, 406 valid observations were obtained (211 Generation Y and 195 Generation Z) for data analyses. The results of t-tests suggest no generational differences in the surveyed work attitudes. However, results of hierarchical multiple regression analyses suggest that employee generation moderates the relationship between work-life balance and turnover intention. Specifically, the negative relationship between work-life balance and turnover intention is only found in generation Z. Limitations and managerial implications of the study findings are discussed.

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