個案國營事業面臨大量員工即將退休，新進員工年資尚淺，同時還有員工年齡斷層造成的世代差異，如何讓新進人員能夠繼續留下來為公司服務成為重要的議題。本研究從工作滿意度出發，討論情緒智力的影響，並擴及離職傾向。研究對象以個案國營事業的基層員工為主，問卷施測採取便利抽樣。除了使用t檢定、ANOVA檢定進行差異分析，並使用相關分析、階層迴歸、拔靴法、結構方程模型來探討變項間關係。
　　本研究發現，個案樣本的人口統計變項中，不同年齡、教育程度在情緒智力、工作滿意度、離職傾向均存有差異。情緒智力、工作滿意度、離職傾向彼此均有相關；另外，工作滿意度扮演完全中介的角色，情緒智力經由工作滿意度對離職傾向發生影響。深入探究此關係，研究發現情緒智力的情緒運用、情緒調節是較重要的影響因素。
　　本研究的管理意涵，即情緒智力有助於提高工作滿意度及降低離職傾向。現今職場員工的情緒日漸被重視，企業透過各種人力資源措施來協助員工處理各種情緒需求。對於企業而言，透過改善員工的情緒智力，及從各個面向來提升工作滿意度，員工的離職可能性也會降低，進一步達到雙贏的局面。

Case company encountered several problems, including retirement, deficiency of experience, and the different era caused by age. It became an important issue of how to keep new employees willing to stay. This study discussed the influences of emotional intelligence, job satisfaction, and turnover intention. The frontline employees were mainly targeted, and convenience sampling was used in questionnaire survey. T test and ANOVA were used in difference analysis; Pearson correlation, hierarchical regression, bootstrapping, and SEM were used to explore the relationship.
　　Demographic variables show there are differences between different ages and education backgrounds. Emotional intelligence, job satisfaction, and turnover intention are all correlated; besides, job satisfaction plays the role of mediation, and through job satisfaction, emotional intelligence influences turnover intention. Further exploring their relationship, it finds that utility of emotion and emotion regulation are more influential factors.
　　This study suggests that if employees have better emotional intelligence, it is more possible for them to feel satisfied with job and have lower turnover intention. The issues of employees’ emotion are emphasized nowadays, and organizations help them to cope with different emotional needs by many human resources practices. Through improvement of employees’ emotional intelligence and job satisfaction, the probability of turnover will be lower, which creates the win-win situation.

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