根據行政院主計處統計資料顯示，近期自願離職者以「對原有工作不滿意」之理由離開公司的人數逐漸增加。造成員工離職的原因很多，其中當員工對於工作的預期與實際狀況不符合，就會產生期望落差，有了期望落差，就會增加離職意願。組織氣候重點在於組織成員對於組織整體環境的感受，而組織社會化著重於讓員工得以快速適應組織，若是可以利用組織氣候和組織社會化影響員工工作期望落差的程度，進而提升員工的留任意願，讓企業留住適用的人才，避免人才的流失，是本研究想要探討的目的。
　　本研究採用問卷調查法，利用某壽險公司之壽險業務人員為問卷施測對象。本研究共發放289份問卷，有效問卷回收共計278份，有效問卷回收率為96%，並於回收後使用描述性統計分析、信度分析、變異數分析以及迴歸分析。資料經統計分析獲得結論：期望落差、組織氣候與組織社會化均對於留任意願具有顯著關係；組織氣候不會影響期望落差與留任意願之關係；組織社會化不會影響期望落差與留任意願之關係。

　　According to the research in the Directorate General of Budget, Accounting and Statistics (DGBAS) of Executive Yuan, the major factor of the voluntary unemployed labors is dissatisfied with the job. There are many reason that cause employees to resign. If an employee’s expectation for the job does not meet with the real situation, the discrepancy would appear, that called expectation discrepancy. With the expectation discrepancy, the intention to leave will be increased. In this light, the intention to stay will be lowered. The main target of organizational climate lies in the perception of organizational menbers for the overall organizational environment. The organizational socialization emphasizes on making the employees to get accustomed to the organizational. If the organizational climate and organizational socialization are used to influence employees’ expectation discrepancy, then, the employees’ intention to stay will be elevated.
　　Two hundred eighty-nine questionnaires were sent to the sample, with two hundred seventy-eight valid questionnaires returned. The survey shows the effective response rate of questionnaires is 96%. The returned questionnaires were used analysis for data analyzed by descriptive statisticsk reliability analysis, analysis of variance and multiple regression. The results are as follows: An obvious relationship between expectation discrepancy and intention to stay; an obvious relationship between organizational climate and intention to stay; an obvious relationship between organizational socialization and intention to stay; the organizational climate serves no moderator effect to expectation discrepancy and intention to stay, and the organizational socailization serves no moderator effect to expectation discrepancy and intention to stay.

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