本研究以十家台灣製造業公司之主要人力部門為主要研究對象，從組織氣候之觀點探討其對於員工敬業度所造成的影響以及工作滿意度的中介效果。藉以協助同類型組織在人力資源管理方面能夠找出適合的組織氣候特徵來增強其工作滿意度及員工敬業度。
本研究將個人變項設為控制變項、組織氣候特徵為自變項、工作滿意度為中介變向、員工敬業度為依變項，以探討各變項間的關係及影響效果。共發出545份問卷施測，並回收有效問卷359份。依據所得有效樣本進行相關分析及階層迴歸等統計分析驗證研究假設。
主要研究發現如下：
一、個人變項中，年齡與教育程度對於工作敬業度有顯著影響。
二、組織氣候與員工個人敬業度、工作場所中全體員工之表現及敬業度之間存在顯著的影響。
三、組織氣候之構面中，組織對於變革與創新的彈性及溝通品質不論與員工個人或是全體員工之敬業度之間皆存在顯著的影響。員工自主性則對員工個人及全體員工之敬業度無顯著的影響。
四、工作滿意度對於員工個人敬業度及全體員工之敬業度有部分中介效果。

This study takes the major labor department of ten Taiwanese manufacturing firms as objects to investigate how the organizational climate affects employee engagement, in order to help the organizations in the same industry to find the suitable organizational climate characteristics to enhance its employee job satisfaction and employee engagement when developing human resources policies.
This study set demographic variables as controlled variables, the organizational climate characteristics as independent variables, employee engagement as dependent variables and job satisfaction as mediator to investigate the relations and the influence among different variables. A total of 545 questionnaires were issued and 359 valid questionnaires were received. The hierarchical regression analysis and the Pearson’s correlation analysis were taken based on the valid samples.
The main findings are as follows:
1. In the demographic variables, age and education level have significant effect on employee engagement.
2. Organizational climate has significant impact on both employee’s personal engagement and the working effort of all employees at the workplace.
3. Among the dimensions of organizational climate, the “organizational flexibility toward change and innovation” and “Communication quality” have significant effect on both employee’s personal engagement and the working effort of all employees at the workplace, while “employee autonomy” has no significant impact on the dependent variables.
4. Job satisfaction has partial mediation effect on employee’s personal engagement and the working effort of all employees at the workplace.

論文審定書 i
中文摘要 i
ABSTRACT iii
LIST OF TABLES v
LIST OF FIGURES v
CHAPTER 1 INTRODUCTION 1
1.1 RESEARCH BACKGROUND AND MOTIVATION 1
1.2 RESEARCH OBJECTIVES 3
1.3 RESEARCH CONTENTS AND PROCESS 4
CHAPTER 2 LITERATURE REVIEW 5
2.1 ORGANIZATIONAL CLIMATE 5
2.2 JOB SATISFACTION 14
2.3 JOB ENGAGEMENT 24
2.4 RELATED STUDIES OF ORGANIZATIONAL CLIMATE, EMPLOYEE ENGAGEMENT AND JOB SATISFACTION 34
CHAPTER 3 METHODOLOGY 35
3.1 FRAMEWORK OF THE RESEARCH 35
3.2 HYPOTHESIS 36
3.3 OPERATIONAL DEFINITION OF RESEARCH VARIABLES 38
3.4 QUESTIONNAIRE DESIGN AND MEASUREMENT 40
3.5 STATISTICAL DATA ANALYSIS METHODS 46
CHAPTER 4 STUDY RESULTS 48
4.1 DESCRIPTIVE STATISTICAL ANALYSIS OF SAMPLES 48
4.2 RELIABILITY ANALYSIS 53
4.3 CORRELATION ANALYSIS 54
4.4 REGRESSION ANALYSIS 58
CHAPTER 5 CONCLUSION 72
5.1 RESEARCH CONCLUSION 72
5.2 MANAGEMENT IMPLICATION 77
5.3 RESEARCH CONSTRAINTS AND RECOMMENDATION 79
REFERENCES 81
APPENDIX 89

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