本研究目的在探索社工人員留任意願的影響因素，以雇用關係、領導風格、組織承諾、工作意義為討論基礎，以質性研究取向進行｢基督宗教型非營利組織」10位社工人員組織留任意願的深度訪談，來探討管理者應如何與社工人員互動以增進其留任意願。本研究發現：1.影響社工人員留任意願的工作相關考量：健全的人資管理制度與職場性靈、僕人式與參與式管理風格的領導者等。2.影響社工人員留任意願的個人相關考量：心理契約、職業承諾、價值觀的達成程度等。3.基督宗教教義具有激勵潛能發揮與積極回應的特性，能讓社工人員精神、心理狀態感到滿足，願意留任為組織效力。本研究提出有關｢留任意願」的具體建議有二，一、給管理者的建議：宜傳遞組織使命與價值實踐給社工人員參酌，在績效考核與工作盤點後，給予合宜報酬，及洞察社工人員的工作困境與需求，俾因應助人工作易發生的心理耗竭與職業風險；二、給以助人為志業的社工人員建議：能認同宗教社會關懷使命與具宗教信仰背景者，可選宗教型非營利組織為職場，及面對個人價值觀與組織制度、與管理者衝突時，保持敞開與真誠態度面對與溝通，作為社工人員職涯規劃之參考。

The purpose of the study is to explore the social workers' understanding and value of their intention to stay at nonprofit Christian organizations, and the transformation in their attitude toward organizational retention after facing the retention and turnover situation. A phenomenological qualitative approach was adapted to conduct in-depth interview with 10 social workers at nonprofit Christian organizations. By investigating their work experience of intention to stay and their perception of the transition from retention to turnover, the findings of the study were as follows: 1. Work-related reasons for social workers' intention to stay include: sound human resource management and workplace spirituality, servant leadership of managers, and decision-making participatory management of leader style. 2. Personnel-related reasons for social workers' intention to stay include: psychological, emotional and moral links with the organization, occupational commitment, and achievement of ability value and individual value. 3. The characteristics of nonprofit Christian organizations have driven the social workers' potential and positive response, satisfied social workers' spiritual and mental state, and in turn made them intent to serve on organizational effectiveness. Accordingly, some recommendations for ‘intention to stay' and human resource management were provided, and implications for strategic management, manager execution and social workers' career planning at nonprofit Christian organizations were sent.