資訊人員之工作特性與組織承諾關係之探討：以工作滿意度為中介和工作職位為調節之效果

資訊技術的快速發展與運用，增進組織對資訊相關人員的需求，然而資訊人員與組織連結關係之研究仍然不足。本研究主要探討資訊人員之工作特性與組織承諾之關係，並以工作滿意度為中介，工作職位為調節，以觀察其關係之變化。研究方法採用調查研究法，以facebook、Ptt、Line等平台挑選人數最多的社群進行網頁問卷投放。總回收共308份有效問卷，採用Smart PLS進行主要結構模型建置，與各項資料的統計分析。研究結果顯示模型之各項構面解釋力明顯。透過路徑係數的關係做檢定，得出該模型之顯著程度、預測效果。在中介效果上，使用層級迴歸進行驗證。在職位上進行分類處理分成兩類，來進行調節驗證。研究發現工作特性與組織承諾呈現顯著正相關。其次中介路徑顯示工作特性與滿意度呈現顯著正相關，且工作滿意度對組織承諾呈現顯著正相關，亦即工作滿意度對工作特性　組織承諾之間具大部份中介效果。最後，工作職位對工作特性、組織承諾之間的調節效果並不顯著。本研究並對研究結果之實務意涵及限制討論和提供未來研究之建議。

關鍵字

工作特性；工作滿意度；組織承諾

並列摘要

The rapid development and application of information technology has increased the organization's demand for information technology professionals. However, the research on the relationship between information professionals and the organization is still insufficient. This research mainly explores the relationship between job characteristics of information personnel and organizational commitment, and uses job satisfaction as mediation and job position as moderation to observe changes in the relationship. This study employs survey research method. Data are collected by posting links to the most popular social networking sites such as facebook, Ptt, Line, etc. to web page questionnaires. A total of 308 valid questionnaires were collected. Smart PLS was used to construct the main structure model and statistical analysis. The research results show that the proposed theoretical model has the explanatory power. Through the hypothesis testing of the path coefficients, the significance and predictive effect of the model can be obtained. And the hierarchical regression is further used to test the mediating effect. For the moderating effect of the job position, two categories are also tested by for factorial invariance procedures. First, the study found that job characteristics and organizational commitment are significantly positively correlated. Secondly, the mediation path shows that job characteristics and satisfaction are significantly positively correlated, and job satisfaction is significantly positively related to organizational commitment, that is, job satisfaction has most of the mediating effects between job characteristics and organizational commitment. Finally, the moderating effect concluded that job position on job characteristics and organizational commitment are factorial invariance. This research also discusses the practical implications and limitations of the research results and provides suggestions for future research.