| Summary: | 碩士 === 國立交通大學 === 經營管理研究所 === 89 === When an individual enters the current company with his/her career plan, if the company satisfies his/her career needs, the company would be attracted to him/her. On the other hand, the attitude of an individual toward his/her career may affect his/her attitude toward the company, because he/she has been being in pursuit of his/her career in the company. Career perception is defined as employee’s perception of the company’s career-related employment practices. And, Allen and Meyer’s three-component conceptualization of organizational commitment is employed in this study, i.e., affective commitment, continuance commitment, and normative commitment. This study attempts to investigate what the career-related organizational factors perceived by Taipower’ staff in the employment relationship and how those factors influence their organizational commitment. Finally, this study provides further recommendations of managing the careers of their staff to Taiwan Power Company.
Using a sample of 392 employees from the 39 first hierarchical responsibility canters of Taiwan Power Company and applying hierarchical moderated multiple regression analysis, one-way ANOVA, and T-test, there were four major conclusions as follows:
1. Among the personal characteristics, age, education, position, organizational tenure and job system each had a significant relationship with organizational commitment.
2. Among the personal characteristics, gender, age, position, organizational tenure, year incoming and job system each had a significant relationship with career perception.
3. Among the personal characteristics, only Position interacted with career perception on organizational commitment. That is, position moderated the relationship between career perception and organizational commitment.
4. The degree of organizational commitment would increase as the level of career perception increased.
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