| Summary: | 碩士 === 義守大學 === 管理學院管理碩士在職專班 === 99 === If an enterprise aims to achieve long-range growth and sustainable management, the effort and teamwork of the staff will play a key role; their eagerness to devote their expertise sustains the corporate competitive edge. To realize their zeal, tasks planned and assigned by managers should be meaningful to the staff so that work can be completed as planned and the staff, satisfied with their occupation, will further offer their professional knowledge and resources, thereby strengthening the corporate centripetal force and laying the groundwork for sustainable management. Therefore, through effective task planning, staff can be put under more challenging and significant work, which, besides leading to satisfaction with their occupation and improved physical and mental health, will inspire them to have a positive affective response toward the enterprise and be delighted to do their part. This study is expected to provide related references and suggestions concerning task planning for businesses by exploring the correlation of organizational commitment, job characteristics and satisfaction, and resignation tendency.
Job satisfaction can be improved by making the task content more flexible. When staff develops a positive affective response toward the enterprise, their centripetal force will be solidified, making each of them proud to be part of the enterprise and willing to do his or her utmost for it. The result is that corporate objectives can be thereby accomplished effectively.
The staff of an electronic company in the Nanzih Export Processing Zone were the subjects of this study. A total of 300 questionnaires were issued with 300 valid copies collected for a return ratio of 100%. The data was analyzed via correlation analysis, analysis of variance, and regression analysis to corroborate the hypotheses.
Research results show that organizational commitment and job satisfaction are positively correlated. The regression analysis confirms that job satisfaction is proved to have a significant positive impact on resignation tendency and organizational commitment has an indirect impact on resignation tendency through the intermediate effect of job satisfaction.
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