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• Main Authors: Lily Wu, 吳珍心
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/65242148179254619210

碩士 === 東吳大學 === 國際經營與貿易學系 === 98 === People change their quality of working life (QWL) since the change of technology development and social environment. Proper QWL can increase work efficiency, organization effectiveness, enhance employees’ morale and satisfaction, and then promote organizational commitment and industrial labor relationship. This study tried to discuss the relationship between QWL and the organizational commitments. Through the literatures studies, researcher designed questionnaires to collect data. 311 usable questionnaires were put into analysis with Factor Analysis, Regression Analysis and so on, and conclusions are as followings: 一、 The internal-locus of control typed employees have higher QWL and organizational commitment than external-locus of control-typed employees. The formers have stronger commitment and loyalty to the company, and are not irrational to quit the job. 二、 Job development, interpersonal interaction and welfare are positive related to affection commitment. Working quality enhances persistent commitment. Job development, promotion and reward system, environment support and working quality, welfare also positive related to moral commitment. 三、 The internal-locus of control typed employees are more affectional and moral commitment than external-locus control typed employees, and yet less in persisting commitment. Meanwhile the test of the hypothesis of the effect of job characteristics on organization commitment wasn’t accepted. 四、 To enhance the connection between employees and company and QWL can facilitate employees’ commitment and organization sustainability. 五、 The important tasks for the management are to select employee precautionary and keep working system in good condition for ensuring the sufficient level of QWL.