[[alternative]]Research on the Relationship Between Quality of Working Life And Organizational Commitment －A Case Study of ChungHwung Telecom Taichung Branch Office

碩士商業教育學系[[abstract]]中華電信在民營化後，為提高事業經濟效益與強化企業競爭力，在組織架構、人力資源制度、行銷策略…等方面均有重大變革，然新政策的實施勢必對員工造成衝擊。「人才」是公司最重要且珍貴的智庫，而公司是否能為員工塑造一個兼顧工作與生活的優質環境是很重要的，因為這對員工的影響最直接深遠，也是留住核心人才及吸引更多優秀人才願意加入工作團隊的關鍵因素。 本研究以中華電信台中營運處員工為研究對象，以個人背景屬性、工作生活品質、組織承諾為研究變項，用來探討員工的工作生活品質與組織承諾間之關係。本研究採用問卷調查法，共發放問卷626份，回收問卷574份、有效問卷556份，有效問卷回收率達96.86%；搜集到的數據資料輔以敘述性統計分析、獨立樣本t 檢定、單因子變異數分析、皮爾森積差相關分析及迴歸分析等統計方法進行分析。根據實證結果，本研究歸納出幾項重要結論： 一、有六成九以上員工對目前之工作生活品質表示中度滿意；有七成五以上員工對目前之組織承諾表示中度認同。 二、不同性別、年齡、婚姻、教育程度、單位類別的員工在工作生活品質上無顯著差異存在；而不同職責層級、服務年資、領月退休俸資格的員工在工作生活品質上有顯著差異存在。 三、不同性別、婚姻、教育程度、職責層級的員工在組織承諾無顯著差異存在；而不同年齡、單位類別、服務年資、領月退休俸資格的員工在工作生活品質上有顯著差異存在。 四、員工之工作生活品質與組織承諾呈現顯著正相關。 五、改善工作生活品質中有關薪酬福利、人際互動、工作尊榮、工作環境與成長、溝通參與之條件，將有助於員工對公司組織承諾的提升，其中，以改善「薪酬福利」條件最具有預測力。 綜上結論，建議個案公司在人力資源管理規劃時，應以營造優質的工作生活品質為出發點，秉持與員工利潤共享的理念，設計多元化並具競爭性的薪酬制度，落實績效考核以建立良性人才循環制度，給予員工多元的學習與發展管道，適時給予溝通或參與工作的機會，維繫同仁間良好的人際互動關係，尊重員工工作意願並關心其家庭生活。員工能樂在工作及生活，對組織承諾相對提高，才能為企業帶來更多活力與成長。[[abstract]]After privatization, Chunghwa Telecom Co., Ltd has measurable organizational change in terms of organizational structure, human resource management and marketing strategies in order to improve economic efficiency and strengthen competitive ability. Therefore, new policies are expected to greatly impact the career of many employees. Talents are considered the most precious resource for a company. It is very important to set up a quality environment that allows employees to take both work and life into account, because it has the most profound influence on employees, and it is also the key factor to retain best talents and to attract more talents to join the enterprise. This research took employees at Taichung Branch Office of Chunghwa Telecom Co., Ltd as subjects, and used personal traits, Quality of Working Life (QWL) and Organizational Commitment (OC) as variables to explore the relationship between QWL and OC. This research adopted a survey questionnaire and selected proportionate stratified random sampling method. The total questionnaires released were 626 sets, with 574 sets returned, among which there were 556 valid, so the return rate of valid questionnaires is 96.86%. Subsequently, the collected questionnaires were analyzed with descriptive statistics, t-test analysis of independence, analysis of one-way variance (ANOVA), Pearson’s product-moment correlation, and multiple regression analysis. According to the empirical evidence, the conclusions were made as following: 1.69 % of the employees had a middle level of satisfaction for QWL, and 75% of the employees showed a middle level of identification for OC. 2.Employees of different sex, age, marital status, educational background and work divisions showed no significant difference in QWL; however, employees of different duty levels, service seniority, and qualification for retirement pension are significantly different in QWL. 3.Employees of different sex, marital status, educational background and duty levels showed no significant difference in OC; however, employees of different age, work divisions, service seniority, and qualification for retirement pension are significantly different in OC. 4.Employee’s QWL presented a significantly positive correlation with OC. 5.Improving the following factors will enhance employee’s OC: salary and welfare, relationship and interaction, dignity in work, working environment and development, communication and concernment. Among these elements, improving salary and welfare is the best method to anticipate OC. In conclusion, this research offered certain suggestions to the case study company. First of all, it should consider the quality of working life as the primary task, when planning for the human resource management policies. It should persist in sharing revenue with its employees, design a variety of competitive compensation programs, carry out performance assessment to establish satisfactory human resource cycle, provide multiple learning and development channels, give opportunities for communication or participation in work, keep good relationship between fellow employees, respect employees’ will for work and care for family life. Employees who enjoy their work and life at the same time will have higher organizational commitment than others; therefore, they will be motivated and productive for their company