基於資源基礎觀點，本研究探討航商可應用的人力資源管理措施（亦即「海陸輪調」、「契約縮短」及「家眷隨船」）對於商船船員「離職傾向」之影響，以及在其「工作家庭衝突」與「離職傾向」的關聯性中所扮演的調節角色，研究假說的驗證係透過層級迴歸分析。針對一家大型貨櫃海運公司臺灣船員的調查問卷，蒐集234份的有效樣本，研究結果發現商船船員的「工作家庭衝突」與「離職傾向」確實有顯著性的正向關聯，並且愈期待「契約縮短」之船員，其「離職傾向」愈高；此外，「海陸輪調」及「契約縮短」亦如預期在「工作家庭衝突」與「離職傾向」的關聯性中扮演調節角色。依據研究結果的發現，本研究提出降低船員離職傾向的相關建議。

This study, based on the resource-based view, investigates the impacts of shipping company's human resource management (HRM) practice (i.e., "ship/shore rotation", "contract shortening", and "family accompany with ships") on seafarers' turnover intentions, as well as the moderating effect of the HRM practice on the relationship between seafarers' work-family conflict and turnover intention. The hypotheses proposed in the model are tested by a hierarchical regression analysis. A total of 234 effective samples were collected by questionnaire survey from Taiwanese seafarers of a container shipping company. The results find that seafarers' work-family conflict is significantly positively related to their turnover intention. The higher levels of the expectations towards "contract shortening" seafarers, the higher turnover intention they have. In addition, the moderating roles of "ship/shore rotation" and "contract shortening" on the relationship between seafarers' work-family conflict and turnover intention are verified. Several suggestions are drawn from the results to alleviate seafarers' turnover intention.