人力資源是企業獲利與永續發展的利器。一般就企業的經營而言，過高的人員流動率，會對企業造成有經驗的勞動力流失、招募訓練費用的支出增加、留任員工的士氣低落，甚至會造成人力不足的現象。但對台灣地區許多大型傳統產業及公營事業單位而言，所遭遇的共同點乃是人員流動率過低，組織人力結構日趨老化，且其平均年齡大都超過40歲以上。
本研究藉由針對大型事業單位的實證研究，試圖瞭解資深員工的各種工作現況，包括工作壓力、工作滿足、組織承諾等各個構面，並探討其間的關連性。另就個人特質變項與自評項目，探討其對於提早退休及參加優退意願的影響，是否有顯著差異？藉以針對影響資深員工提早退休及參加優退意願的背後成因，做較為深入的探討。
本研究發現，個案公司資深員工之（一）工作壓力、工作滿足與組織承諾，三者之間呈現顯著相關；（二）工作壓力、工作滿足、組織承諾及個人變項、自評項目之部分變項，對提早退休意願有顯著影響；(三) 個人變項之部分變項，對工作壓力、工作滿足、組織承諾及提早退休、參加優退意願等的影響有顯著差異。

The human resources are the enterprise sharp weapons to make a profit with continue sustainable development. Generally speaking of business management, the excessively high turnover will drain the enterprise of its experienced labor force; will increase the expense of recruitment and training; will cause the staff that remain in office despondency, even can create the insufficient manpower phenomenon. But speaking of the Taiwan area large-scale traditional industry and the state-run enterprise units, the common ground is the turnover is excessively low, the organizational manpower structure gets older day by day, also its average age mostly surpasses above 40 years old.
On the empirical verification, this study research by aims at the large-scale institution, attempts to understand senior staff's all kinds of working situation, including job stress, job satisfaction, organizational commitment and others construction surface, and probed the correlation among. Furthermore, this study to be aimed at individual characteristic and self report items probing into the influence of intention to early retirement and acceptances early retirement incentives, whether has reveals the significant difference or not? So as to aim at the reasons of the influence senior staff retires and acceptances of early retirement incentives as the further research.
This study shows some results as follows：The senior staff in the case company
(1) Revealing the remarkable of correlation among the job stress, job satisfaction, and organizational commitment.
(2) Revealing the remarkable influence between early retirement and job stress, job satisfaction, and organizational commitment, as well as some self report items.
(3) Revealing the remarkable of difference between parts of the individual variables to job stress, job satisfaction, and organizational commitment to intention to early retirement as well as acceptances of early retirement incentives and so on.

第一章 緒論 ---------------------------------------------------- 1
第一節 研究背景及動機 ---------------------------------------- 1
第二節 研究目的 ---------------------------------------------- 5
第三節 研究流程 --------------------------------------------- 6
第四節 論文架構 --------------------------------------------- 8
第二章 文獻探討 ----------------------------------------------- 10
第一節 提早退休 --------------------------------------------- 10
第二節 工作壓力 --------------------------------------------- 15
第三節 工作滿足 --------------------------------------------- 18
第四節 組織承諾 --------------------------------------------- 22
第五節 工作壓力、工作滿足、組織承諾與離職傾向之關聯性探討 --- 24
第三章 研究設計與方法 ----------------------------------------- 27
第一節 研究架構 --------------------------------------------- 27
第二節 研究變項之定義與測量 --------------------------------- 29
第三節 研究假設 --------------------------------------------- 33
第四節 資料分析與方法 --------------------------------------- 34
第五節 樣本描述統計與量表分析 ------------------------------- 36
第四章 資料分析與討論 ---------------------------------------- 45
第一節 各研究變項間的相關分析 ------------------------------- 45
第二節 工作壓力、工作滿足、組織承諾及個人變項對於提早退休意願
等的影響性分析 -------------------------------------- 52
第三節 個人變項對於工作壓力、工作滿足、組織承諾之差異性分析 - 56
第四節 個人變項對於提早退休、轉換職業、參加優退意願之差異性分
析 -------------------------------------------------- 61
第五章 結論與建議 --------------------------------------------- 67
第一節 研究結論 --------------------------------------------- 67
第二節 研究限制 --------------------------------------------- 71
第三節 後續研究建議 ----------------------------------------- 72

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