基於了解農會推廣人員離職意願，對提高農會推廣部門工作績效之必要性，本研究以普查方式，對臺灣地區所有農會推廣人員進行有關離職意願研究之問卷調查，以期了解農會推廣人員離職意願之現況，及影響離職意願因素分析模型。總計寄發一七九六份，回收九五八份問卷，剔除資料不全者，實際進入分析者，則為九五Ｏ份。 　　受訪者之基本特性計有平均年齡40歲，服務年資約15年，正式教育程度約13年，以男性（約68％）、已婚（約85％）、及本地籍（約83％）居多數。 　　經由研究架構之引導，再透過路徑分析檢驗，發現工作滿足及組織承諾不但是最主要，亦是最直接影響農會推廣人員離職意願之因素。如悉其他工作機會及角色壓力等兩因素，亦有直接影響離職意願的顯著效果，其中角色壓力對離職意願的影響效果，除前述直接關係，亦會透過工作滿足及組織承諾等兩個中介變項影響農會推廣人員的離職意願。 　　至於工作投入及工作保障對農會推廣人員離職意願之影響，則是透過工作滿足及組織承諾兩個變項對離職意願產生間接影響效果。而服務年資及正式教育程度在本研究架構下，變異量不大，形容被控制，所以無法彰顯出其對離職意願應有的影響效果。

This study was to understand the turnover intention and its affecting factors on agricultural extension staff in Farmers’ Association. The data were obtained from 950 answered questionnaire among totaled 1,796 extension staff of Farmers’ Associations(FAs) in Taiwan. The result of path analysis for collected data indicated that the most important and the most direct factor affecting turnover intention of FAS’ extension staff is job satisfaction and organizational commitment, while other job alternative and role-model pressure also showed significantly direct effect. The effect of role-model pressure also is pass through the two intermediated variables, that is job satisfaction and organizational commitment, to affect the turnover intention of FAS’ extension staff. The indirect effect of job involvement and job guarantee is pass through the job satisfaction and organizational commitment on the turnover intention of FAS' extension staff. The result also indicated that the service years and education level was not showing the expected effect. The reason is that there is rather concentrated binomial distribution of the two variables, and the small variation have been omitted and didn’t showed any expected effect.