從2008年金融海嘯危機後，許多員工因為組織的扁平化及縮減，導致許多員工及民眾面臨求職上的困境，這些改變也導致許多員工升遷機會減少，因此員工的職涯規劃及發展在現今的工作職場上變得相對重要。

本論文的研究目的在於了解自變數心理契約違反，調節變數職涯高原以及依變數離職意圖之間的關係。更進一步說明，本篇論文有兩個目標：第一，探討心理契約違反與離職意圖之間的關係。第二，探討職涯高原作為調節變數，如何影響心理契約違反與離職意圖的關係。

本論文採用量化方法進行，紙本有效問卷共蒐集444份, 研究對象為台灣銀行界的員工，本研究採用統計軟體SPSS第18版與AMOS第18版進行問卷分析。

最後，其研究結果顯示心理契約違反與離職意圖具有正向相關,同時職涯高原於兩者之間有正向之調節作用。

Since 2008, the finical crisis has resulted in flattening of organizational hierarchies, downsizing, and outsourcing of organization, which reduced layers of middle management. It causes a number of people not easily to find a job. These changes had decreased a number of promotional opportunities and experiencing difficulty of upward hierarchically movement became pervasive among employees in any kinds of industries in this knowledge-based business world. Hence, employees’ career path and development become a very crucial concern in the workplace.

The purpose of the study aimed to investigate the relationships among psychological contract breach, career plateau and the intention to leave. To be more specific, this study had two objectives. First, this study explored the impact of psychological contract breach affecting the intention to leave. Second, this study examined the moderating effect of career plateau on the relationship between psychological contract breach and intention to leave.

This study utilized the quantitative approach and data were collected by paper –based questionnaires through 444 banking employees in Taiwan. The statistic software of SPSS v18.0 was used to analyze by hierarchical regression. The result indicated that psychological contract breach was positively related to intention to leave. Meanwhile, career plateau also played as a moderating link between psychological contract breach and intention to leave.

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