使命感和組織承諾：職涯承諾和個人──組織契合的調節式中介模型

Calling and Organizational Commitment: A Moderated Mediation Model of Career Commitment and Person Organization Fit

對組織而言，追求更佳的績效永遠是重要的目標。組織普遍認為如果員工擁有高度的使命感，對組織的績效將有所助益，也會與組織的牽連更為緊密。為了探究使命感的概念以及其作用機制，我們提出一個調節式中介模型來進行檢驗。首先，我們認為使命感是透過員工的職涯承諾再影響到員工的組織承諾。我們更進一步檢驗組織承諾的三個構面，發現使命感對於情感性與規範性承諾有影響顯著，對持續性承諾則否。其次，我們提出個人與組織契合（P-O fit）作為重要的調節變數，從資料分析結果可以看出，P-O fit調節第一階段使命感和職涯承諾間的關係，並進而影響到組織的情感性承諾與規範性承諾。整體而言，本研究提出一個理論框架，利用調節式中介模型，將使命感、職涯承諾、P-O fit與組織承諾的三構面間的關係做出更深入的理解，並提出實務上的應用。

Organizations are always in pursuit of better performance. Accordingly, it is widely considered beneficial to have employees with a higher sense of calling toward a particular organization. To explore the concept and mechanism of calling, we proposed a moderated mediation model to achieve multiple purposes. First, the mediating effect of career commitment illustrates the mechanism of calling that could lead to better affective and normative commitment. Meanwhile, there is no significant effect on continuance commitment. Second, we examined how person-organization fit (P-O fit) moderates this mediated relationship. Data from Taiwan indicates that career commitment mediates the relationship between calling and affective and normative commitment. In addition, P-O fit moderates the relationship between calling and career commitment. On the whole, we discuss the relationship among calling, career commitment, P-O fit, and three components of organizational commitment. The current study contributes to the research on calling using the proposed moderated mediation model. Concurrently, it establishes a comprehensive theoretical framework to advance the understanding and the application of calling.