組織承諾乃組織行為研究核心觀念,然而現有模式皆由員工面而非組織面
討論,故僅為"供給"模式而非"需求"與"均衡"模式.本研究建構下述模式並
建立假設進行實證研究.一.組織承諾需求模式:本假設除正式化程度外皆
獲得證實.二.組織承諾均衡模式:本假設證實四種均衡型態之存在與均衡
模式與調整驅力之關係.三.組織承諾調整模式:"理想型","低盪型"採"維
持"策略,"匱乏型"採"降格"或"提振" 策略,"孤忠型"採"升格"或"壓抑"
策略."低盪型"與"匱乏型"獲得支持,"孤忠型"部 份支持.四.擴充與整
合模式的提出,本研究經由假設實證所獲得的資料,進一步提出均衡承諾擴
充模式,提出無差異均衡區與放棄不均衡區概念.本研究貢獻:1.由科哲途
徑對研究動機與研究問題之選取提供判準.2.以職位為橋樑與建構承諾需
求模式來連接組織設計與組織行為理論.3.建構新構念.4.建構理論模
式.5.對實務貢獻.

Organizational Commitment is one of the core concept of
organization behavior.Traditionally, Commitment model due to its
analysis unit is individual ratherorganization, so it can''t
answer the question such as why and how much organization
commitment is needed by organization or how much do organization
need employee''s commitment.In order to answer research question,
this research created some constructs such as required (demand)
commitment, equilibrium commitment and adjustment strategy. By
then, we established three sets of commitment model :1. demand
model of commitment2. equilibrium model of commitment3.
adjustment model of commitmentEach model followed by a set of
hypothesis:1. hypothesis one : examined the relationship between
job character and required (demand) commitment. It is suppported
by empirical study.2. hypothesis two : examined the equilibrium
model, the result support thepositive relationship between
equilibrium gap and adjustment drive. Besides, the result also
support the four equilibrium types which are lower
commitmentequilibrium, ideal commitment equilibrium, insufficent
commitment unequilibriumand over commitment unequilibrium.3.
hypothesis three : examined adjustment model . It is partly
supported.Finally this research establish a expansion model of
organization commitment,which include abandant area and
indifferent area .