本研究以台灣地區國際觀光旅館管理階層為研究對象，探討管理階層之工作壓力、組織承諾與處置行為之間的關係。經深入訪談，萃取題項輔助現成量表，旨在希望本問卷能更切合觀光旅館產業。針對台灣59 家國際觀光旅館之領班以上管理階層為施測對象，總共發出500 份問卷，實得回收之有效問卷342 份。研究結果顯示工作壓力與組織承諾呈顯著的負相關；組織承諾與其例行性行為及創新性行為呈顯著正相關，但組織承諾與越軌性行為，雖然有負向的關係但是未達顯著水準；工作壓力與例行性行為及創新性行為呈顯著的負相關，工作壓力與越軌性行為呈顯著的正相關；工作壓力與例行性行為及創新性行為會透過組織承諾產生完全中介的效果，工作壓力與越軌性行為會透過組織承諾產生部分中介的效果。本研究期望透過結果的探討與分析，提供餐旅產業人力資源管理之參考依據。

　　This research targets at the employees at the managerial-level in international tourist hotels of Taiwan. It aims to explore the relationship among managers’ perceived work stressor, organizational commitment, and discretion. In order to develop a valid and reliable survey questionnaire for tourist hotels, in-depth interviews were applied along with the existing scales. Questionnaire surveys were later delivered to the employees at manager level of international tourist hotel in Taiwan. Five hundred surveys were sent, while 342 were returned as valid data. The results indicated that stressor is negatively correlated to organizational commitment. A positive correlation is found between organizational commitment and routine discretion and creative discretion, while organizational commitment indicates a negative, but not significant, association with deviant discretion. As for work stressor, it presents a significant negative correlation with routine discretion and creative discretion, and shows a significant positive correlation with deviant discretion. Organizational commitment moderation effect fully augments the negative correlation between stressors and routine discretion and creative discretion. Organizational commitment moderation effect partially augments the positive correlation between stressors and deviant discretion. Through the data testing and analysis, this research expects to provide suggestions for human resource management in hospitality and tourism industry.