The Relation of Job Satisfaction 、 Organizational Commitment and Turnover Intention－The Case of Research Development Employees of Taiwan’s Communications Industry

碩士論文[[abstract]]近年來，高科技通訊產業已成為台灣重要的經濟命脈，然而通訊產業為了本身產品的競爭優勢，本身必須有不斷的創新與研發能力，而這些創新的結果將有賴於研發人員，所以如何留住研發人員，是當今通訊產業管理者面對的主要課題之一。本研究係以台灣通訊產業上市上櫃公司研發人員為調查對象，探討研發人員在工作上之工作滿足及組織承諾。本研究採用郵寄問卷調查法，共寄出660份問卷，回收有效問卷312份，所蒐集的資料採用平均數、t檢定、相關分析與簡單迴歸分析對各研究假說加以驗證結果發現：(1)個人屬性對工作滿足及組織承諾之影響有顯著差異;(2) 工作滿足與組織承諾呈顯著的正向影響關係; (3) 工作滿足、組織承諾均與離職意願呈顯著的負向影響關係，此一實證結果說明了通訊產業管理者應如何針對研發人員在其工作上獲得更大的發展與自我實現，進而對組織產生向心力，降低離職意願，減少流動率。[[abstract]]In the recent year, the communications industry has dominated the economic development in Taiwan. To sustain the leadership in communication products, it is critical to maintain the ability in innovation and research and development (R&D). This innovative ability depends on the success of R&D staff. Thus, how to retain the R&D staff becomes one of major challenges to the executives of communications industry. This research focus on the study of R&D staff of publicly traded communications companies in Taiwan. The job satisfaction and organizational commitment of R&D staff are investigated. This research is based on the results of 660 questionnaires distributed via post mail. There were 312 effective questionnaires received. The collected data are analyzed through: mean, Correlation analysis and simple regression analysis were adopted to examine all hypothesizes. Three observations are obtained: (1). Job satisfaction and organizational commitment depend on individual attribute (2). Job satisfaction and organizational commitment have positive interaction relationship. Job satisfaction, organizational commitment and turnover intention have negative interaction relationship. These observations can lead to human resource strategies in retaining R&D staff in communications industry by giving them more opportunities for career development and self actualization. As a result, it promotes organizational commitment and reduces turnover rate