由於原航港體制面臨全球、亞洲地區之強大競爭，以及國際港埠集團經營模式興起，內外環境面臨極大的競爭與挑戰，於2012 年3 月1 日臺灣港務股份有限公司（以下簡稱港務公司）在配合政府組織再造及因應公司化國際潮流下正式成立，參考其他國際大港以「政企分離」的方式改制，港務公司之成立不僅係管理體制上的重大變革，也意味我國港埠經營邁入新的里程碑。

本研究以改制後的港務公司員工為研究對象，探討由原公務體系之港務局改制為臺灣港務股份有限公司後，其員工於工作滿足、組織承諾與離職意圖間之關係。本研究共發出780份問卷，回收633份，有效問卷580份，問卷有效率74.36%，並使用PASW Stastics 18.0統計資料分析，得出以下之研究結論：
1.假設工作滿足對組織承諾有顯著影響之研究結果為部分成立。
2.假設工作滿足對離職意圖有顯著影響之研究結果為部分成立。
3.假設組織承諾對離職意圖有顯著影響之研究結果為成立。
4.於個人變項部分，年齡、婚姻狀況、工作年資、人員類別之不同對於工作滿足、組織承諾及離職意圖皆產生顯著性差異；性別不同對於工作滿足、組織承諾及離職意圖則未產生顯著差異；教育程度、月收入及分公司別不同對部分構面因素產生顯著性差異。

In Taiwan, maritime administration covers both administrative supervision and operations. The mission of the Maritime and Port Bureau(MPB) under the Ministry of Transportation and Communication (MOTC) is to enhance the competitiveness of Taiwan’s international commercial ports, instill entrepreneurialism into operations, and realize government reorganization priorities. The MPB handles the nation’s maritime and port affairs. Its former authority over Taiwan’s several Harbor Bureaus has been reassigned to the new Taiwan International Ports Corporation (TIPC) on March 1, 2012, and this new company is tasked to handle comprehensive port operations, enhance operational efficiencies and responsiveness, raise the international profile of Taiwan’s international commercial ports, and spur domestic regional economic growth. Its vision is to recast Taiwan’s previously disparate ports into a single, globally competitive shipping and logistics business.

This research will takes the staff of Taiwan International Ports Corporation (TIPC) as the researching object to study the relationship between job satisfaction, organizational commitment and turnover intention. For this study, 780 questionnaires were issued, 633 were collected, and 580 questionnaires were efficient, the efficient rate is about 74.36%. Using the statistical analysis to have following conclusions in this research :

1. Assuming job satisfaction and organizational commitment have a significant impact on the results was partial establishment .
2. Assuming job satisfaction on turnover intentions have a significant impact on the results was partial establishment .
3. Assuming organizational commitment on turnover intentions have a significant impact on the results was established .

摘 要 i
Abstract ii
目 錄 iii
圖 次 v
表 次 vi
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 2
第三節 研究範圍 2
第四節 研究流程 3
第二章 文獻探討 4
第一節 工作滿足 4
第二節 組織承諾 7
第三節 離職意圖 10
第四節 相關實證研究 15
第三章 研究設計 16
第一節 研究架構 16
第二節 研究變項之操作型定義及衡量 17
第三節 抽樣與統計分析方法 22
第四節 問卷前測分析 25
第四章 資料分析 37
第一節 樣本結構分析 37
第二節 效度分析 40
第三節 信度、相關分析及敍述統計 43
第四節 工作滿足、組織承諾與離職意圖之差異分析 54
第五節 工作滿足、組織承諾及離職意圖之預測模式 68
第六節 研究假設檢定結果 72
第五章 結論與建議 75
第一節 研究結論 75
第二節 管理意涵 77
第三節 後續研究建議 79
參考文獻 80
附 錄 84

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三、中文網站
1.交通部 http://www.motc.gov.tw
2.交通部統計查詢網 http://stat.motc.gov.tw/
3.交通部航港局 http://www.motcmpb.gov.tw
4.臺灣港務股份有限公司 http://www.twport.com.tw