在近代人力資源管理領域中，組織承諾的研究日益受到重視，因為它能預測員工生產力，然而文獻顯示工作投入以及工作滿意是預測組織承諾的重要變數， 所以本文就工作投入對於組織承諾的影響—以工作滿意為中介變數進行分析，本研究共計發放500份問卷，回收450份問卷，有效問卷423份。研究結果顯示工作滿意為工作投入與組織承諾之中介變數，顯示投入度愈高的員工能夠產生較高之績效，進而提高其自尊與工作滿意，因而提高其組織承諾，而工作投入受個人特質影響甚大，因此建議企業界在人員招募之時應將個人特質作為參考依據。

In recent human resource field, organization commitment becomes very important because it could predict employee productivity. However, job involvement and job satisfaction are the variables to predict organization commitment. The research surveyed 450 questionnaires and 425 returned. The results found that job satisfaction is the mediator between job involvement and organization commitment. The more job involvement employees have, the more organization commitment the employees have. The research explores that employee characteristic should be considered when companies recruit new employees.

書 名 頁 i
論文口試委員審定書 ii
授 權 書 iii
中文摘要 v
英文摘要 vi
謝　 誌 vii
目 錄 viii
表 目 錄 x
圖 目 錄 xii
第一章 緒論 1
第一節　研究背景與動機 1
第二節　研究的重要性 2
第三節　研究目的 3
第四節 研究流程 3
第二章 文獻探討 5
第一節　工作投入 5
第二節　組織承諾 16
第三節 工作滿意 30
第三章 研究假設 43
第四章 研究方法 45
第一節 研究架構與假說 45
第二節 研究變項之操作性定義與測量工具 46
第三節 研究樣本及資料蒐集 48
第四節 資料分析方法 49
第五章 研究分析 51
第一節 敘述統計分析 51
第二節 效度分析 54
第三節 信度分析 60
第四節 人口統計變數與工作投入之實證結果 61
第四節 工作滿意與組織承諾的關聯性驗證 75
第五節 工作滿意中介效果 76
第六章 結論及建議 78
第一節 研究結果與發現 78
第二節 研究限制 79
第三節 未來研究方向 79
參考文獻 80
一、中文部分 80
二、英文部份 83
附 錄 一：本研究調查問卷 91
自 傳 94

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