本研究以臺北市稅捐稽徵處員工為對象,主要目的在探討不同個人背景變項對工作輪調、工作滿足與組織承諾之差異情形,同時分析工作輪調、工作滿足與組織承諾彼此間之相關程度,並針對研究結果提出建議,作為人力資源管理實務上之參考。本研究採取問卷調查法,蒐集有效問卷105 份,資料分析採用T檢定、單因子變異數分析、Pearson 相關分析對各研究假設加以驗證,結果顯示: 1.不同性別、官職等對工作輪調知覺有顯著差異。 2.不同所屬機關在外在滿足有顯著差異;不同性別、輪調經驗在內在滿足有顯著差異;不同官職等、職位對工作滿足知覺有顯著差異。 3.不同婚姻狀況在留職承諾、努力承諾有顯著差異;不同官職等在價值承諾、努力承諾有顯著差異。。 4.工作輪調、工作滿足與組織承諾有顯著正相關。 本研究依據上述研究結果,提出下列四點建議: 1.積極宣導正面工作輪調精神及提高輪調意願。 2.改善分處辦公環境、落實工作輪調及增加總、分處員工強化工作滿足。 3.落實、增加工作輪調,以增強組織承諾。 4.應宣導以正面的態度面對工作輪調,落實工作輪調及提高工作滿足,以增強組織承諾。 關鍵字:工作輪調、工作滿足、組織承諾
The scope of the study is mainly from the staff of Taipei revenue service. The main purpose of the study is to verified the different attitudes of individuals with versified backgrounds facing office position shifting, working satisfactions, and organization committing. At the mean time, the study also analyzes the correlation among working shifting, working satisfaction, and office commitment. The conclusion of the study will be as the reference of managing human resources. Questionnaire method is adopted in the research, the researcher collects valid questionnaires of 105 cases. The analysis of the data will apply T-calculation, one-way ANOVA and Pearson correlation analyze to verify the assumptions of the study. The conclusion of the verification is as follows: 1.The difference is obvious in genders, or job positions facing working shifting. 2.The outward satisfactory difference is obvious in different organizations; the inward satisfactory difference is obvious in genders and working shifting experiences; the sense of job satisfactory difference is obvious in different job positions, titles. 3.The difference of marriage conditions is obvious different in choosing staying at position, or effort of working commitment. 4.Working shifting or job satisfactory has positive relationship with organization promising. The study offers four suggestions according to the aforementioned analysis. 1.Pronucing the spirit of working shifting and leveling up the wiliness of working shifting. 2.Recondictioning branch offices working environment, implementing work shifting, and strengthening satisfactory among personnel at headquarters and branches. 3.Implementing and leveling up working shifting so to strengthen organization commitment. 4.Proclaiming positive attitude on working shifting; to implement working shifting and level up organization commitment. Key words: job rotation , working satisfactory, organization commitment.