我國勞工退休金條例（以下簡稱新制）於2005年7月1日起正式施行，由於新制最大的特色就是退休金是可攜式的，有別於現行勞動基準法（以下簡稱舊制）之規定，惟新制雖然一定領得到退休金，然舊制卻領得比較多，因此引發2005年7月1日以前受僱勞工應如何選擇的問題。一般而言，當勞工愈沒有離職傾向、對企業愈有信心者，則應選擇繼續適用舊制，相對的，則應選擇新制。如此一來，勞工選擇新制或繼續適用舊制，似乎也成了雇主檢視勞工對公司忠誠度與信心的重要參考指標，甚至有人預言，當勞退新制實施後，將象徵「高流動率時代」的來臨。
本研究藉由針對事業單位的實證研究，試圖瞭解及探討員工對於工作壓力、工作滿足、組織承諾等各個構面的關連性，另就個人特質變項，印證與瞭解選擇新制及舊制的勞工，其工作壓力、工作滿足、組織承諾及轉職意願的影響，是否有顯著差異？以供事業單位對人力資源作規劃時的參考。
本研究發現，個案公司員工之（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）工作滿足與組織承諾，對於轉職意願有顯著的影響；(三) 個人變項之選擇新制及舊制的勞工，對工作滿足、組織承諾及轉職意願等的影響有顯著差異。

In Republic of China, Labor Pension Act (to be called the New Mechanism for short in the following) was officially carried out in July 1, 2005. Being different from the Labor Standards Act (to be called the Old Mechanism for short in the following), the biggest feature of the new mechanism is that the retirement fund is portable. However, with the new mechanism , people are guaranteed to receive the retirement fund while they will get more money if they choose the old mechanism . Therefore, the problem of how to choose the suitable mechanism for the employees who were hired before July 1, 2005 has been discussed. Generally, if the employee doesn’t have the intention to change his job, and has more confidence to his company, he should choose the old mechanism . On the contrary, he should choose the new mechanism . Thus, whether the employee chooses the new or old mechanism seems to become the important reference for the employer to test the employee’s royalty and confidence toward the company. Someone even predicted that the implementation of the new mechanism would symbolize the coming of job changing boom.
This report is based on the actual research of enterprises, and tries to understand and investigate the connection between employees and job stress, job satisfaction, and organization commitment. Moreover, based on the unstable character of individual, this report is trying to prove and understand if there is an obvious difference between the influence of job stress, job satisfaction, organization commitment, and the willing of changing job to make the employees choose the old or new mechanism . This is to provide the reference for enterprises to make plans for the human resources.
Through this research, I found out the following in certain cases:
1. There is an obvious connection among the employees’ job stress, job satisfaction, and organization commitment.
2. Job satisfaction and organization commitment have obvious influence to one’s willing to change jobs.
3. The employees who change their mind to choose either the new policy or the old policy have obvious difference to the influence of job satisfaction, organization commitment, the willing of changing jobs, etc

第一章 緒論 ----------------------------------- 01
　第一節 研究背景及動機 ----------------------- 01
　第二節 研究目的 ----------------------------- 08
　第三節 研究流程 ----------------------------- 09
　第四節 論文架構 ----------------------------- 11
第二章 文獻探討 ------------------------------- 13
　第一節 退休理論( Retirement ) --------------- 13
　第二節 工作壓力( Job Stress ) --------------- 18
　第三節 工作滿足( Job Satisfaction ) --------- 21
第四節 組織承諾( Organizational Commitment ) 24
　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 -------------------------------------------- 30
第三章 研究設計與方法 ------------------------- 33
　第一節 研究架構 ----------------------------- 33
　第二節 研究變項之定義與測量 ----------------- 35
　第三節 研究假設 ----------------------------- 39
　第四節 資料分析與方法 ----------------------- 40
　第五節 樣本描述統計與量表分析 --------------- 42
第四章 資料分析與討論　------------------------ 53
　第一節 各研究變項間的相關分析 --------------- 53
　第二節 工作壓力、工作滿足、組織承諾對於提早退職意願
等的影響性分析 -------------------------------- 54
　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 -------------------------------------------- 57
　第四節 個人變項對於提早退職、轉換職業、受新制影響而產生轉職意願之差異性分析----------------------------- 63
第五章 結論與建議 ----------------------------- 70
　第一節 研究結論 ----------------------------- 70
　第二節 研究限制 ----------------------------- 75
　第三節 後續研究建議 ------------------------- 76

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