工作特性對組織承諾之影響—以工作滿意度為中介變項研究

因國防產業的特殊性，國家中山科學研究院員工工作內容涉及國家機密，須有研發保密與出境管制要求。從人力資源角度的觀點而言，從業人員若因為工作特性而導致生活產生諸多不便的箝制，此箝制是否對從業人員的組織承諾感、工作滿意度產生影響？有鑑於此，本研究旨在探討中科院員工針對工作特性、組織承諾及工作滿意度三者之間的關聯性，並就研究結果給予正面的激勵與啟發，使員工個體意識到自身肩負著國防使命，感受到工作重大責任與意義，願意為組織整體付出，此為本論文主要關心的議題與研究的目的。本研究以國家中山科學研究院員工為研究對象，透過問卷調查法探討員工工作特性、工作滿意度與組織承諾之關係，共回收495份有效問卷，研究結果顯示：(1)工作特性與組織承諾具有顯著關聯性；(2)工作特性與工作滿意度具有顯著關聯性；(3)工作滿意度與組織承諾具有顯著關聯性；(4)工作滿意度在工作特性與組織承諾間關係具有部分中介效果。本研究結果可作為中科院人力資源的政策實施與修訂參考，希冀藉此提升員工整體的滿意度與組織承諾感；最後，論文研究內容亦提出管理上的實務建議以及後續的研究建議。

關鍵字

工作特性；組織承諾；工作滿意度

並列摘要

Due to the particularity of the national defense industry, the work content of the employees of the National Chung-Shan Institute of Science & Technology (NCSIST) involves state secrets. Therefore, R&D confidentiality and exit control for NCSIST’s employees are required. From the perspective of human resources, if the practitioners suffer a lot of inconvenient restraints in their lives due to their job characteristics, do these restraints affect the employees’ senses of the organizational commitment and job satisfaction? In view of this, the purpose of this research is to explore the relationship among the NCSIST employees’ job characteristics, organizational commitments, and job satisfactions, and to provide the positive incentives and inspirations based on the research results to make employees to realize their own national defense missions, feel the great responsibility and significance of the work, and be willing to contribute to the organization. This is the main concern of this study and the purpose of the research. This research takes NCSIST’s employees as the research object, and explores the relationship among the employees’ job characteristics, job satisfactions, and organizational commitments through the survey techniques. There are 495 valid questionnaires are replied. The research results show that: (1)Job characteristics and organizational commitments have notable relevance; (2)Job characteristics and job satisfactions have significant relevance; (3)Job satisfactions and organizational commitments have noticeable relevance; (4) Job satisfaction has a partial mediator effect on the relationship between the job characteristics and organizational commitments. The results of this study can be used as a reference for the implementation and revision of the human resources policy of NCSIST, hoping to improve the overall satisfactions and organizational commitments of NCSIST’s employees. Finally, the research content of the thesis also puts forward the suggestions of the management practice and follow-up research recommendations.