「承諾」一詞一直被視了解員工在組織內的工作行為時一項重要的變數。本研究旨在藉由整合承諾(組織承諾、專業承諾) 、及其前因(從個人特質觀點來看) 、與薪資滿意等文獻以更進一步了解承諾一詞的全貌。本研究主要貢獻為下列五點：(1)考慮承諾之多構面；以多構面方式對組織承諾及專業承諾進行檢驗；(2)不同的職業，呈現不同的組織承諾及專業承諾傾向(Wallace, 1993)，本研究旨在以台灣電子產業研發工程師為研究主體，並探討其承諾傾向。(3)本研究探討人口特質對組織承諾及專業承諾的直接效果;(4)本研究探討薪資滿意度對人口特質及承諾間的關係，所產生之中介效果；(5)本研究針對組織承諾與專業承諾間關係是共存性或互斥性，進行檢驗。本研究主要發現如下列：
(1) 本研究證實較高學歷之研發工程師的留任承諾較低，但是對專業價值之承諾較高，也較願意留在同一專業。然而，較高學歷並不會導致較低的組織價值承諾。本研究發現薪資滿意分別對教育程度與留任承諾、專業價值承諾及留業承諾間的關係產生中介效果。
(2) 本研究證實主管留任意願較工程師高。本研究發現薪資滿意分別對職位高低與留任承諾及留職承諾間的關係產生中介效果。
(3) 本研究證實年齡與組織承諾呈現正相關。本研究發現薪資滿意對年齡與組織承諾間的關係產生中介效果。
(4) 年資越長，組織承諾越高，專業承諾越低的研究假設未獲得證實。然而，本研究證實薪資滿意對年資與組織承諾間的關係產生中介效果。
(5) 本研究證實女性工程師對組織價值承諾、專業價值承諾、及留業意願較男性工程師低。本研究發現薪資滿意對性別與留任承諾間的關係產生中介效果。
(6) 本研究證實已婚工程師的留任意願較未婚工程師高。本研究發現薪資滿意分別對婚姻狀態與組織價值承諾、留任承諾及留業承諾間的關係產生中介效果。
(7) 本研究證實扶養人口越多，留任意願較高、專業價值承諾較低、留業承諾較低。本研究發現薪資滿意對扶養人口數與組織承諾間的關係產生中介效果。
(8) 本研究證實薪資所得越高，組織價值承諾、專業價值承諾及留業承諾也越高，但是，留任意願會越低。本研究發現薪資滿意對薪資所得與組織承諾間的關係產生中介效果。
(9) 本研究證實組織承諾與專業承諾呈現正相關。

The purpose of the present study was to integrate findings from commitment (organizational and professional commitment), its antecedents (especially in terms of personal characteristics), and pay satisfaction literature into a more comprehensive model that would further enhance the understanding of the full concept of commitment, which has been regarded as an important variable in appreciating the work behaviour of employees in organizations. The present study contributed to the literature on commitment in five important ways: (1) Consideration of multiple commitments was included in this study; organizational and professional commitment were examined in a multidimensional way; (2) Since different organizational and professional commitment varied across occupations (Wallace, 1993), it was worthwhile to explore the commitment orientation of R&D engineers in the electronics industry of Taiwan; (3) Direct effects of personal characteristics on two forms of commitment were measured; (4) Moderating effects of pay satisfaction on the relationship between personal characteristics and commitment were observed; (5) Whether there was a complementary or incompatible association between organizational commitment and professional commitment was examined. Several significant and interesting findings of this study are presented as follows.
(1)Given that a higher education level has been considered to predispose individuals to lower organizational commitment, but stronger professional commitment, this idea was tested, and as hypothesized, R&D engineers with higher levels of education did report lower commitment to stay in the same organization but stronger value commitment to their profession, as well as stronger commitment to stay in the same profession. However, higher education levels did not cause lower value commitment to the organization. Indeed, it was found in this study that pay satisfaction moderated respectively, the relationship among different education levels, the commitment to stay in the same organization, the value commitment to the profession, and the commitment to stay in the same profession.
(2)It was supported that a higher position demonstrated stronger commitment to stay in the same organization. Pay satisfaction moderated the relationship between different position level and commitment to stay in the same organization, as well as commitment to stay in the same profession.
(3)As hypothesized, increased age correlated with stronger organizational commitment. It was also confirmed that pay satisfaction moderated the relationship between age and organization commitment. However, there was no significant relationship between increased age and professional commitment. Nor did pay satisfaction influence the relationship between age and professional commitment.
(4)The hypothesis that increased organization tenure led to increased organizational commitment but decreased professional commitment was rejected. However, the hypothesis that pay satisfaction moderated the relationship between organizational tenure and organizational commitment was supported.
(5)The hypothesis that women tended to demonstrate lower organizational and professional commitment was partially supported. Women reported lower value commitment to the organization, lower value commitment to the profession and lower commitment stay in the same profession, than their male counterparts. However, the relationship between gender and commitment to stay in the same organization was not supported, but pay satisfaction was found to moderate the relationship between gender and commitment to stay in the same organization.
(6)This study confirmed that married engineers had stronger commitment to stay in the same organization and that pay satisfaction moderated the relationship between marital status and organizational and professional commitment, except for the value commitment to the profession.
(7)In spite of the value commitment to the organization, however, it was found that the more dependents, the higher organizational commitment and the less professional commitment was demonstrated. That pay satisfaction moderated the relationship between number of dependents and organizational commitment was approved in this study.
(8)The hypothesis that the more income an individual received, the higher organizational and professional commitment s/he demonstrated, was supported. However, a negative relationship was found between income and commitment to stay in the same organization. As anticipated, pay satisfaction moderated the relationship between salary level and organizational commitment.
(9)A positive relationship between organizational and professional commitment was found in this study.

1. Introduction………………………………………………………1
1.1 Background to the Study………………………………………1
1.2 Purpose of the Study…………………………………………2
2. Literature Review………………………………………………3
2.1 Are Engineers Professionals? ……………………………3
2.2 Issues Concerning Commitment……………………………6
2.2.1 Commitment…………………………………………………6
2.2.2 Organizational Commitment……………………………7
2.2.3 Professional Commitment………………………………8
2.2.4 Personal Demographics and Commitment……………9
2.2.5 Relationship between Organizational and Professional Commitment…………………….………………………………13
2.3 Rewards for Professionals………………………………………………16
2.4 Pay Satisfaction………………………………………18
3. Methodology…………………………………………………21
3.1 Research Framework…………………………………………21
3.2 Hypotheses………………………………………………………22
3.3 Participants…………………………………………………25
3.3.1 Sampling………………………………………………………25
3.3.2 Participants’ Profiles……………………………………25
3.4 Instruments……………………………………………………28
3.4.1 Organizational Commitment…………………………………28
3.4.2 Professional Commitment……………………………………29
3.4.3 Pay Satisfaction………………………………………………30
3.3.4 Background Questions…………………………………………31
4. Analysis and Results……………………………………………32
4.1 Descriptive Statistics and Examination of the Relationship between Organizational and Professional Commitment………………………32
4.2 Direct Relationship between Category Personal Characteristics and Commitment………………………………………………………………35
4.3 Direct Relationship between Continuous Personal Characteristics and Commitment……………………………………………………………39
4.4 Evaluation of the Personal Characteristics*Pay Satisfaction Interactions in the Prediction of Commitment……………………………………………41
5. Conclusion………………………………………………………………56
5.1 Summary of Analysis……………………………………………56
5.2 Discussion………………………………………………………………62
5.2.1 R&D Engineers’ Personal Characteristics, Pay Satisfaction and Commitment…………………………………………………………62
5.2.2 Relationship between Organizational and Professional Commitment in terms of R&D Engineers……………………………66
5.3 Recommendations for Management Practices…………………67
5.4 Limitations of this Research and Suggestions for Further Study……68
Bibliography
Appendix: Questionnaire

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