在現今大多組織中，管理員工流失是普遍被重視的問題之一，而離職傾向一直都被視為組織管理人才流失的一個重要指標；而在現今男女性就業平等風氣盛行之下，女性就業的比率增加，而雙薪家庭也成普遍的現象，緊接而來的就是職家衝突的產生，而在過去職家衝突大多探討工作對家庭所產生的衝突，但近年來越來越多的學者開始反向思考是否是家庭對工作產生了衝突；本篇就近十年對職家衝突的研究為基礎，以職家衝突的方向性為出發點，探討工作對家庭產生的衝突對離職傾向以及家庭對工作產生的衝突對離職傾向這兩者間的異同，並以社會支持及性別作為調節變項，探討不同社會支持的調節效果以及性別差異下職家衝突之方向性對離職傾向的影響，針對此差異提出建議與改善方針。

Today most of the organizations in the management of staff turnover is one of the problems generally taken seriously, and turnover intention long been regarded as an important indicator of the organization and management of brain drain. Under the equality of male and female employment is rampant today, female employment-ratio increased, while the double-income families has also become a common phenomenon, followed by generation of work - family conflict, mostly explore the work family conflict and work - family conflict in the past, but in recent years more and more scholars start to reverse thinking whether family work conflict. Based on the study of this near decade of work - family conflict directionality of work - family conflict as a starting point to explore the conflict on family to work on turnover intention, and family to work conflict on turnover intention of the similarities and differences between the two. With social support and gender as a moderator variable to investigate the effect of different social support and gender differences in the regulation of work-family conflict directional impact on turnover intention, and make recommendations to improve the guidelines for this difference.

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