本研究旨在探討資訊人員工作動機、工作特性、工作滿意度與組織承諾之相關影響，採用問卷調查法，以資訊人員為研究對象，共寄發問卷220份，回收有效問卷182份，有效回收率為 82.73％。本研究採用 SPSS 19.0 for Windows和AMOS 19.0統計套裝軟體進行分析，研究者以內部一致性、驗證性因素分析檢驗量表的信度和效度。根據驗證性因素分析結果，「內在工作動機」、「工作特性」、「工作滿意度」、「組織承諾」的假設模型，適配良好。結構模型分析獲得以下結論：研究結果發現，資訊人員的「內在工作動機」分別對「工作滿意度」與「組織承諾」有影響力，「內在工作動機」愈強，「工作滿意度」與「組織承諾」也愈高;另外資訊人員的「工作特性」分別對「工作滿意度」與「組織承諾」有影響力，「工作特性」愈高，「工作滿意度」與「組織承諾」也愈高。「工作滿意度」對「組織承諾」則沒有顯著影響。

The purpose of this study is to investigate the relationships among job motivation, job characteristics, job satisfaction and organizational commitment of IT professionals. Using survey method and questionnaires as a primary survey tool, this study sent 220 copies of questionnaire to IT professionals. A total of 182 valid responses were received and used in the analysis, a response rate of 82.73 percent.
The statistical packages used for data analysis were SPSS 19.0 for Windows and AMOS 19.0. The internal consistency and confirmatory factor analysis were used to test the reliability and validity of this research. The result of the confirmatory factor analysis shows that the hypothetical model relationships among intrinsic motivation, job characteristics, job satisfaction and organizational commitment fit well. The analysis of the structure model shows that IT professionals’ intrinsic motivation has direct influence on job satisfaction and organizational commitment, the stronger the intrinsic motivation, the higher the job satisfaction and organizational commitment. Besides, IT professionals’ job characteristics have direct influence on job satisfaction and organizational commitment, the higher level of the job characteristics, the higher of job satisfaction and organizational commitment will be. Finally, job satisfaction has no impact on organizational commitment.

目次

目次	IV
表目錄	IX
圖目錄	XI
第一章 緒論	1
第一節 研究動機與目的	1
第二節 研究流程	3
第二章 文獻探討	4
第一節 工作動機	4
一、 工作動機之意涵	4
二、 工作動機相關理論	5
三、 工作動機的分類	10
四、 小結	12
第二節 工作特性	14
一、 工作特性之意涵	14
二、 工作特性相關理論	16
三、 工作特性的衡量方法	21
四、 小結	22
第三節 工作滿意度	24
一、 工作滿意度之意涵	24
二、 工作滿意度相關理論	26
三、 工作滿意度相關因素	29
四、 工作滿意度的衡量方式	31
五、 小結	34
第四節 組織承諾	35
一、 組織承諾之意涵	35
二、 組織承諾相關因素	37
三、 組織承諾分類	39
四、 小結	40
第五節 內在工作動機與工作滿意度之關聯	41
第六節 內在工作動機與組織承諾之關聯	44
第七節 工作特性與工作滿意度之關聯	45
第八節 工作特性與組織承諾之關聯	47
第九節 工作滿意度與組織承諾之關聯	49
第三章 研究方法	51
第一節 研究架構	51
第二節 研究假設	52
第三節 研究範圍與對象	53
第四節 變數衡量與操作性定義	53
一、 人口統計變項	53
二、 內在工作動機	53
三、 工作特性	55
四、 工作滿意度	56
五、 組織承諾	58
第五節 研究工具	60
一、 工作動機量表	60
二、 工作特性量表	60
三、 工作滿意度量表	61
四、 組織承諾量表	61
五、 個人基本資料	62
第六節 資料分析方法	63
一、 敍述性統計分析	63
二、 信度分析	63
三、 結構方程模式分析	64
第四章 資料分析與討論	65
第一節 敘述統計分析	65
一、 樣本結構之敘述性統計分析	65
第二節 信度與效度	67
第三節 結構方程模式(SEM)	68
第四節 測量模型－一階CFA分析	71
一、 內在工作動機－一階CFA分析	73
二、 工作特性－一階CFA分析	75
三、 工作滿意度－一階CFA分析	77
四、 組織承諾－一階CFA分析	80
五、 區別效度分析	83
第五節 結構模型分析	86
一、 檢驗違犯估計	86
二、 整體模型配適指標評鑑	86
三、 模型參數估計檢驗	89
四、 假設檢定	91
五、 影響效果分析	94
第五章 結論與建議	96
第一節 研究結論	96
一、 「內在工作動機」分別對「工作滿意度」與「組織承諾」的影響	97
二、 「工作特性」分別對「工作滿意度」、「組織承諾」的影響	97
三、 「工作滿意度」對「組織承諾」的影響	97
第二節 研究建議及限制	99
一、 對企業管理者之建議	99
二、 對後續研究者的建議	100
參考文獻	101
一、 中文文獻	101
二、 英文文獻	104
附錄	114

表目錄 

表2-1 組織承諾組成構面	40
表3-1內在工作動機變項衡量表	54
表3-2工作特性變項衡量表	55
表3-3工作滿意度變項衡量表	57
表3-4組織承諾變項衡量表	58
表4-1施測樣本分佈情形	65
表4-2研究構面之信度分析表	67
表4-3模式適配度(Goodness of fit，GOF)指標值摘要表	68
表4-4內在動機－標準化回歸加權係數	74
表4-5內在工作動機－測量模型之驗證性分析表	75
表4-6工作特性－標準化回歸加權係數	76
表4-7 工作特性－測量模型之驗證性分析表	77
表4-8 工作滿意度－標準化回歸加權係數	79
表4-9 工作滿意度－測量模型之驗證性分析表	80
表4-10組織承諾－標準化回歸加權係數	82
表4-11組織承諾－測量模型之驗證性分析表	82
表4-12 測量模型配適度指標檢核表	83
表4-13 Bias-corrected Percentile Method	84
表4-14 Percentile Method	85
表4-15 整體模型參數估計表	87
表4-16 整體模型配適度指標檢核表	88
表4-17 路徑關係檢定表	94
表4-18 整體模型影響效果表	95

圖目錄 

圖1-1研究流程圖	3
圖2-1工作特性模式圖	21
圖2-2工作滿足前因與後果變項圖	31
圖2-3 Steers組織承諾前因後果模式	37
圖2-4 Mowday組織承諾模式	38
圖3-1研究架構圖	51
圖4-1整體模型配適圖	93

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