背景和目的：為了瞭解工作特質、工作滿意度及組織承諾三者間的關係，本研究以工作控制、工作壓力及社會支持來形容員工在醫療機構的工作特質，探討其對工作滿意度及組織承諾的影響。方法：本研究分別以明尼蘇達滿意問卷(MSQ)、組織承諾量表(OCQ) 及Job content questionnaire (JCQ) 問卷，對醫院員工的工作滿意度、組織承諾和工作壓力作調查。樣本醫院為兩家公立醫院，針對該院全體員工進行普查，資料收集時間為2009 年6 月，總計發放600 份問卷。本研究使用因素分析確認各構面之構面效度，使用LISEREL 8.72 軟體來驗證本研究架構之因果關係及線性結構關係之適配程度。結果：研究結果顯示，工作特質需透過工作滿意度，方能影響組織承諾；工作滿意度對組織承諾皆為正向影響，最甚者為情感承諾，其次為持續承諾，最後為規範承諾。結論：本研究發現，醫院員工之工作特質、工作滿意度及組織承諾三方的路徑圖為：「工作特質」→「工作滿意度」→「組織承諾」。「工作控制」及「主管支持」對「工作滿意度」的影響較為顯著；「工作滿意度」對「組織承諾」皆為正向影響；「工作滿意度」為「主管支持」與「組織承諾」間的中介變項。

Objectives: This study is set up to understand the relationship of job characteristic and job stress impact to employee attitude. Methods: This cross-sectional research is set to examine the moderating effect of job satisfaction to job characteristics and organizational commitment. We adapt two public hospitals which were mergered recently. Data was collected in June 2009. 446 out of 600 questionnaires were included in the analysis. Factor analysis was used to confirm validity of each factor, LISEREL 8.72 software was used to verify the causal relationship and the fitness of model. Result: The results show that, via job satisfaction, working characteristics could affect organizational commitment. Conclusion: The path among working characteristics, job satisfaction and organizational commitment is : “working characteristics”→“job satisfaction”→“organizational commitment”. “Job control” and “superior support” are two effective variables in “job satisfaction”. The relationship between “job satisfaction” and “organizational commitment” is positive. “Job satisfaction” is a mediator variable between “superior support” and “organizational commitment”.