本研究以某成立已屆50年之製造公司為主要研究對象，應用Patterson et al. (2005)學術論述為主之人力資源組織氣候量表，分析探討E公司員工工作投入之影響因素，藉以協助E公司可就其員工投入之影響因素進一步調整、修訂現行人力資源相關管理規章與福利措施，並作為未來導入各項人力資源制度之參考，以吸引及留用適合E公司組織發展之人才，並維持及強化E公司經營競爭能力。
本研究發現：人力資源組織氣候構面中，僅員工參與對員工工作投入產生正向影響，其他員工自主性、團隊整合、主管支持、訓練發展及員工福利對員工工作投入則沒有顯著之影響。

This study is to analyze the influential factors for employees’ job involvement in the E company, a 50-year manufacturing company, using Patterson et al. (2005) human resource- climate scale. The factors are then used to adjust and redesign the regulation, welfare system of the human resource. Besides, based on the above study results, the other human resource systems can be implemented to recruit suitable employees for the organizational development in keeping company competitiveness.
The study result shows: On a human resource- climate perspective, there is only participation has the influence on job involvement. The others such as employee autonomy, integration, supervisory support, training and development, and employee welfare did not show any influences.

論文審定書+i
中文摘要+ii
英文摘要+iii
第一章 緒論+1
第一節 研究背景與動機+1
第二節 研究目的+2
第三節 研究內容與流程+2
第二章 文獻探討+3
第一節 組織氣候+3
第二節 工作投入+11
第三節 人力資源組織氣候與工作投入之關係+14
第三章 研究方法+16
第一節 研究架構與假設+16
第二節 衡量工具+17
第三節 量化資料分析法+19
第四節 問卷信度與效度分析+21
第四章 研究結果+22
第一節 樣本與研究變數敘述性統計分析+22
第二節 基本資料對研究變數之差異分析+25
第三節 相關分析+34
第四節 假設檢定+36
第五章 結論與建議+38
第一節 研究結論+38
第二節 管理意涵+41
第三節 研究限制與後續研究建議+42
參考文獻+43
附錄：研究調查問卷+48

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