博物館館員之組織承諾研究－－以國立科學工藝博物館為例

Organizational Commitment of Museum Staff A case study of the National Science & Technology Museum

組織承諾是管理學者及行為學家研究員工與組織間關係中有興趣的主題之一，從許多相關領域的研究結果中發現組織承諾可作為該組織效能的指標，更能預測員工的績效、勤缺及離職情況。本研究以國立科學工藝博物館為對象探討博物館的工作人員在組織承諾的程度與及其與前因變項中「個人特徵」的關係。並與1997年在該館開館初期所作的組織承諾研究比較。本研究之組織承諾量表可抽出「認同感」、「工作投入」及「留職意願」三個因素，「個人特徵」變項中僅有「性別」及「工作部門」對組織承諾有顯著的影響。進一步與1997年之研究相比，發現整體上的組織承諾與1997年之研究在程度上並沒有顯著差異，除了工作部門之外，服務年資及工作職稱都不再是影響「組織承諾」的因素，因而發現即使是同一個組織，會影響組織承諾的「個人特徵」因素還是會隨時間的不同而有變化。

Organizational commitment is a working attitude referring to a person's loyalty to an organization. Organizational commitment has always been one of the most interesting topics for managers and behavioral scientists, regarding the linkage between employees and organization. The definition of the concept of organizational commitment varies in accordance with different scholars. The definition of organizational commitment argued by Mowday et al. in 1979 is the most commonly accepted one. Mowday et al. defined the organizational commitment as the relative strength of in individual's identification with and involvement in a particular organization. It includes the reaction of emotional attitudes such as an acceptance of the organization, a willingness to exert effort on behalf of the organization and a desire to maintain membership in the organization.