The retention of talents has been one of the crucial topics for enterprises. No matter how renowned the enterprise is, its employees might choose to resign. The causes or reasons of resignation could be many, either unsatisfied with current workplace or other factors, such as leadership of supervisors, job satisfaction, the recognition of incentives or motivation and so forth. Through career transition survey and the research of related thesis, we discovered that employees¡¦ job satisfaction was profoundly involved with leadership. In the meantime, employees¡¦ recognition toward motivators will influence their job satisfaction as well. From the result of questionnaire survey and analysis, we understand what motivators can motivate employees to the most and what type of leadership can make employees feel more satisfied their jobs. The samples of this research were from indirect production employees of six manufactures in Kaohsiung that were listed as top 1000 manufactures on Business Weekly magazine. 296 copies completed and returned from 350 questionnaires in total sent out. Through differential analysis, correctional analysis, regression analysis, the empirical findings of the present study are as the following: 1. The difference of job satisfaction will be occurred because of different leadership types. The positive effect from transformational leadership is stronger than from transactional leadership. 2. The difference of Job satisfaction will be resulted from employees¡¦ recognition toward incentive measures and motivation. The positive effect from internal motivation is more significant than from external motivation. 3. The tendency of resignation is heavily impacted by job satisfaction. Keywords: leadership, incentives, motivation, job satisfaction, tendency of resignation.