近年來全球海運界面臨著海上人力資源短缺的困境，如何有效管理多國籍船員以降低其離職傾向已成為航運界當務之急。本研究以社會交換理論建構「船員離職傾向影響模式」，利用結構方程模式分析臺灣船員與外籍船員工作態度對離職傾向的影響之差異。研究結果顯示，臺灣船員之離職傾向可透過其組織公民行為預測且船公司較易觀察其離職意願，而外籍船員之離職傾向則可透過其組織信任預測且較不易觀察。建議船公司應多僱用臺灣船員，可能避免外籍船員在無預警狀況下離職時，船公司可能面臨船員調度上的困擾。

Global shipping industry has encountered the shortage of human resource at sea. In order to resolve this shortage, how to reduce the turnover of multi-nationality seafarers has become a critical issue. This study constructs the casual model of seafarers’ turnover intentions based on Social Exchange Theory. The influences and their differences of job attitude on turnover intention between Taiwanese seafarers and foreign seafarers are investigated by structure equation model. The results reveal that Taiwanese seafarers’ turnover intention could be predicted by their organizational citizen behaviors which are relatively easy to be observed by the shipping companies, while foreign seafarers’ turnover intention could only be predicted by their organizational confidences. The managerial suggestions of the paper would be that shipping companies should recruit more Taiwanese seafarers rather than foreign seafarers. By doing so, the predicament of unexpected turnover in seafarer crew dispatch can be avoided.