本研究以國內高科技產業研發人員為實證研究對象，工作熱情來源為自變項、組織承諾為依變數，探討變項彼此之間的相關性及影響。並進一步以「組織配適度」及與「工作配適度」為工作熱情來源對組織承諾的干擾變項，分別探討對變項間之干擾效果。總計發出1035份問卷，施測回收642份有效問卷。經由信度分析、因素分析、變異數分析、相關、複迴歸和層級迴歸等統計方法實證分析後，發現以下研究結果：
一、研發人員工作熱情來源與組織承諾，具有正向關係。
二、研發人員的個人屬性，在工作熱情來源及組織承諾上皆有顯著差異。
三、與組織配適度(P-O fit)及與工作配適度(P-J fit)對工作熱情來源與組織承諾間之關係，具有干擾效果。

In this study, it is defined to treat the sources of work passion as independent variables and to treat organizational commitments as dependent variables. Based on the test samples of high-tech research and development engineers, it is intended to figure out the relationship between all variables and how they affect eath other.
Futhermore, using person-organization fit and person-job fit as interference variables to study the interference among all variables.
Totally 1,035 questionnaires are issued and get 642 valid copies returned. By using reliability analysis, factor analysis, on-way ANOVA, correlation analysis, multiple linear regression and hierarchical regression to analyze questionnaire data, the result is summarized as follows,
1.A positive relationship between the sources of work passion and organizational commitments.
2.The sources of work passion and organizational commitments differ significantly depending on personal attributes.
3.Person-organization fit and person-job fit interfere the relationship between the sources of work passion and organizational commitments.

中文摘要 i
英文摘要 ii
目錄 iii
表目錄 ⅳ
圖目錄 ⅴ
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 研究流程3
第二章 文獻探討4
第一節 工作熱情4
第二節 組織承諾10
第三節 組織配適度與工作配適度28
第四節 工作熱情來源、組織承諾、組織及工作配適度相關研究38
第三章 研究設計41
第一節 研究架構及問題41
第二節 研究對象及樣本分析43
第三節 研究變項衡量及資料分析方法47
第四章 實證分析59
第一節 工作熱情來源與組織承諾在個人變項上之差異分析59
第二節 研究變項間的相關分析68
第三節 工作熱情來源對組織承諾的影響70
第四節 干擾效果分析72
第五章 結論與建議76
第一節 研究結論76
第二節 管理實務及後續研究建議80
第三節 研究限制86
參考文獻87
附錄一 問卷 102
附錄二 工作熱情來源量表與參考量表之差異比較 105

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