本研究主要探討組織成員之工作勝任能力及與主管之階層特徵相似性、名目特徵相似性對其知覺主管支持的影響，並探討組織成員知覺主管支持對其離職傾向的影響，以及知覺主管支持所可能扮演的中介效果。本研究以國軍軍官為調查對象，回收有效問卷399對，資料分析獲得以下研究發現：1.組織成員的工作勝任能力愈高則其知覺主管支持程度愈高。2.組織成員與主管的名目特徵相似性愈高則其知覺主管支持程度愈高。3.組織成員知覺主管支持程度愈高則其離職傾向愈低。4.組織成員的工作勝任能力會透過知覺主管支持的完全中介而影響其離職傾向。5.組織成員與主管的名目特徵相似性會透過知覺主管支持的完全中介而影響其離職傾向。最後，本研究討論研究結果在理論發展的價值與管理實務意涵。

This study examines the relationships among the competence, hierarchical- characteristics similarity, nominal-characteristics similarity toward perceived supervisor support (PSS), and PSS toward turnover intention. Besides, the mediating effect of PSS is also explored in this study. The military members were selected as target sample. In the 399 pair of effective responses, we found five results: (1)The more an organizational member had competence, the more he/she would perceived PSS. (2) An organization member was similar to his/her supervisor in nominal-characteristics similarity; he/she would perceive more PSS. (3)The more an organizational member perceived PSS, the lower he/she would perceive turnover intention. (4)The perceptions of PSS had a complete mediating effect on the relationship between perceived competence and turnover intention. (5)The perceptions of PSS had a complete mediating effect on the relationship between perceived nominal-characteristics similarity and turnover intention. In the end, this study discussed research findings both in terms of theoretical development and of practical management implications.