本研究以統包工程產業工程師為研究對象，探討人格特質對組織承諾之關係，並針對研究結果提出建議，作為統包工程公司在人力資源運用與管理的參考。本研究採用問卷調查法，共發出420份問卷，回收314份，有效問卷314份，將回收之問卷資料採用描述性統計、獨立樣本t檢定、單因子變異數分析、Tukey事後比較、Pearson積差相關及多元迴歸分析等方法檢定後，研究結果發現： 1.不同個人背景變項(服務年資、現任職務、婚姻狀況、工作月薪)的統包工程產業工程師在組織承諾上具有顯著差異。 2.統包工程產業工程師的人格特質與組織承諾具有顯著正相關。 3.統包工程產業工程師的人格特質對組織承諾具有預測力。

本研究旨在探討縣立完全中學兼職行政工作教師角色壓力、組織承諾及工作滿意之間的關係，以作為了解學校兼職行政工作教師的工作滿意度。本研究以台北縣為範圍，包括永平、明德、樹林、三民、清水、金山、雙溪、海山、秀峰、三重、錦和、安康與石碇等完全中學，共計十三所作為研究對象。各校兼職行政工作教師，共計314人作為樣本，進行問卷調查。所使用的研究工具為「台北縣立完全中學兼職行政工作教師角色壓力、組織承諾與工作滿意現況問卷」，內容包括角色壓力知覺量表、組織承諾量表、工作滿意量表。問卷回收情形，共計收回262 份，有效回收率為83.4％。本研究所使用的統計方法，包含單因子變異數分析、皮爾遜積差相關與多元迴歸分析等方法。 本研究結論如下： 一、兼職行政工作教師整體角色壓力感受程度屬中等。以「角色模糊」的壓 力感受度最高。 二、兼職行政工作教師整體組織承諾感受程度屬中上。以「努力意願」的感 受度最高。 三、兼職行政工作教師整體工作滿意感受程度屬中等。以「同事關係」的感 受度最高。 四、兼職行政工作教師個人背景變項在角色壓力、組織承諾與工作滿意各層 面感受有所差異 五、兼職行政工作教師知覺角色壓力、組織承諾與工作滿意相關有所差異 六、教師知覺角色壓力與組織承諾中以「組織認同」對工作滿意最具預測力 最後，本研究根據以上結論，分別針對教育行政機關、縣立高中校長、兼職行政工作教師以及未來研究者提出數點建議。 / The purposes of the study are to explore the relationship among role pressure, organizational commitment and job satisfaction of administrative teachers in Taipei county high schools and to further understand their job satisfactions. The subjects of the study include 314 administrative teachers in the 13 complete high schools in Taipei County. Questionnaires about role pressure, organizational commitment and job satisfaction were distributed to all the 314 teachers and a total of 262 questionnaires were compiled, the valid percentage being 83.4%. The research tools used in the study include ANOVA analysis, Pearson’s Product moment Correlations and multiple stepwise regressions. The results of the study are presented as follows： 1.The degree of role pressure among administrative teachers is average, with the feeling of role ambiguity the highest. 2.The degree of organizational commitment among administrative teachers is above the average, with the feeling of hardworking intention the highest. 3.The degree of overall job satisfaction among administrative teachers is average, with the feeling of colleague relationship the highest. 4.The variable of personal background of administrative teachers does influence the degree of their feelings of role pressure, organizational commitment and job satisfaction. 5.There are differences among administrative teachers’ awareness of role pressure, organizational commitment and job satisfaction. 6.The item of organizational identification is the most reliable predictor to the job satisfaction of administrative teachers. Finally, based on the above-mentioned results, the study would make some suggestions to the educational authorities concerned, county high school principals, administrative teachers and future researchers.

企業參與公益活動能增加員工對於公司的組織承諾，這也是許多企業參與公益活動的動機及目的之一。但對於員工而言，是否有影響？本研究主要探討台灣一家聯盟企業，藉由問卷調查，了解企業參與公益活動與員工組織承諾影響的相關性。 研究結果顯示，企業參與公益活動與員工組織承諾成正相關，員工對於企業參與公益活動的認同程度愈高，其組織承諾也愈高。同時，員工絕大多數都支持企業應該參與公益活動。 根據本研究的分析結果，企業要勇於參與公益活動，經由參與公益活動能增加員工對於公司的認同，員工在工作上更努力。 / One of the motivations and purposes for enterprises to do Corporate Philanthropy is that they believe Corporate Philanthropy can strength the organizational commitment that employees make to the companies. Is this really true? The main point of this research is to find the causal relationship between Corporate Philanthropy and organizational commitment through use of questionnaire survey. The result of study shows the positive causal relationship between Corporate Philanthropy and Organizational Commitment. The more the enterprise is involved to Corporate Philanthropy, the more employees make organizational commitment to the company. At the same time, employees agree and support the concept of Corporate Philanthropy. According to this conclusion, enterprises should do more Corporate Philanthropy. Corporate Philanthropy can increase the commitment the employees make to the company.

本文主要探討組織內部成員公平認知與組織承諾之間的關係。本文以保安警察第一總隊警察替代役男為研究對象，第一部份在探討警察替代役男對現行服役機關的公平認知及組織承諾的認知分析；第二部分在瞭解警察替代役役男不同的背景對於公平認知與組織承諾的差異情形；第三部份為探討警察替代役役男公平認知與組織承諾的相關性；第四部分以公平認知的各構面為依變項，來預測組織承諾及其構面，最後根據研究結果，提出研究建議，以供警察替代役男管理上之參考。 本文以問卷調查的方式，是以保一總隊的全體替代役男為研究母體共1646人，抽樣方式採取多階段隨機抽樣法，把保一總隊替代役役男服勤駐地編制分為三大單位14個服勤處所，依據每個處所的人數佔總員額比例，來規劃每一處所所需要隨機抽樣的樣本數，之後在每個層級中，再以簡單隨機抽樣的方式，來取得所需樣本，本研究問卷發放對象為保一總隊警察替代役役男，總樣本數505人；有效回收問卷總共449份，無效回收問卷共56份，有效樣本回收率88.9％。本研究使用SPSS 10.0中文版進，運用描述性統計、單因子變異數分析（one-way ANOVA）與薛費法事後比較（Scheffe）、皮爾森積差相關係數、多元（複）迴歸分析統計方式進行量化資料分析。 本研究經統計分析後，重要的研究結果如下：警察替代役役男對於組織公平具有中上程度以上的認同感。警察替代役役男對於組織承諾具有中上程度以上的認同感。個人背景變項對於組織公平及組織承諾具有顯著性差異獲得部分支持。公平認知及其構面與組織承諾及其構面均具有相關性。公平認知及其構面對組織承諾有預測力。 / This research study mainly focuses on investigating the relationship between the impartiality cognition and the organization commitment of the intra-organization members. With the substitute police military service personnel of the Special Police First Headquarters as the study population, the first part is the investigation of the analysis on the substitute police military service personnel’s cognitions about the impartiality and organizational commitment of the current military service agency; the second part is the understanding of the discrepancies in the impartiality cognition and organizational commitment for the substitute police military service personnel with different backgrounds; the third part is the investigation of the correlation between the impartiality cognition and organizational commitment for the substitute police military service personnel; and the fourth part is the prediction of the organizational commitment and dimensions with each dimension of the impartiality cognition as the variable. In conclusion, research propositions will be presented based on the research results for providing the references to the management of the substitute police military service personnel. This research paper employs 1646 substitute police military service personnel of the Special Police First Headquarters as the main study population by applying the questionnaire survey method. The sampling method adopts the multiple-phase random sampling method to categorize the service locations of the substitute police military service personnel of the Special Police First Headquarters into three main units and fourteen service stations. Based on the ratio attributed by each station’s service personnel population in the overall service population, the sample size required for the random sampling of each station can be planned. Afterwards, the required samples can be acquired through the simple random sampling method at each level. The study questionnaires were distributed to the substitute police military service personnel of the Special Police First Headquarters as the target population. The total sample size was 505 individuals. The total number of valid returned questionnaires was 449 questionnaires, while there were 56 invalid returned questionnaires, with a valid return rate of 88.9％. This research study applied the Chinese version of SPSS 10.0 to conduct the applications of Descriptive Statistical Analysis, One-way ANOVA Analysis, Scheffe Post-Hoc Comparison, Pearson Product-moment Correlation, and Multiple Regression Statistical Analysis to proceed with the quantitative data analysis. Significant research results are as the followings upon the completion of the statistical analysis: Substitute police military service personnel exhibited a medium/high level of identification with the organizational impartiality and commitment. Significant discrepancies in the impartiality cognition and organizational commitment for the substitute police military service personnel with variations in individual backgrounds received partial substantiation. The impartiality cognition and dimensions and organizational commitment and dimensions are all correlated. The impartiality cognition and dimensions exhibited the predictive power toward the organizational commitment.

檢視現今戶政機關的生態吾人當可發現戶政人員的流動性高，無法留任優秀之人才，此間接地影響了為民服務的品質與效率。若能藉由瞭解戶政人員對工作生活品質的知覺為何，進而瞭解其與組織承諾的關聯性，並採取相關的管理作為，必能強化戶政機關人力資源運用的效能。為求創造高品質的服務態度，以順應顧客導向的潮流，打造充滿活力與競爭力的戶政機關，故進行本研究。 本研究係以臺北市政府所屬各區戶政事務所之在職人員為問卷調查對象。除應用文獻探討法，建構本研究架構與研究假設，並採用問卷調查法，以內容包含工作生活品質量表、組織承諾量表與戶政人員基本資料等三部分之問卷為研究工具，採普查方式實施問卷測試，問卷總共發出679份，實際回收542份，問卷回收率為80％，有效問卷為480份。分別以描述性統計分析、t檢定、單因子變異數分析、雙因子變異數分析、皮爾森積差相關、多元逐步迴歸分析等方法，敘寫分析結果與結果驗證，據以提出結論與建議。 本研究發現，在工作生活品質方面：以「人際關係及參與感」、「工作內容及尊榮感」等構面的知覺滿意度最高；在組織承諾方面：以「努力承諾」構面的程度最高；在個人屬性方面：對於工作生活品質的滿意度與組織承諾的程度上，男性均高於女性；已婚者均高於未婚者；薦任職務編制者均高於委任職務編制者；行政人員均高於後線業務人員及櫃檯服務人員；主管人員均高於非主管人員。工作生活品質及其「人際關係及參與感」、「公平性」、「工作內容及尊榮感」、「工作環境」、「俸給福利」等五個構面均與組織承諾有顯著相關性。對於組織承諾的預測方面，一般而言，以「工作內容及尊榮感」的預測力最佳，其次依序為「工作環境」、「人際關係及參與感」及「俸給福利」。 戶政人員的工作生活品質確實會影響其對組織之承諾，且工作生活品質滿足感與組織承諾呈正向關係，即工作生活品質滿足感愈高者，其組織承諾亦愈高。因此，建議戶政機關採取適當的管理作為，藉由提升工作生活品質知覺程度，使戶政人員認為在戶政機關服務是一項正確選擇，值得為戶政機關付出心力，且以身為戶政人員的一份子為榮，願意繼續留在戶政機關服務。 / Examining the environment of today’s household registration office, we concluded that the turnover of household registration officers has effects on quality and efficiency of the civil service indirectly. If we can understand household registration officers’ perception of the quality of working life, we will be able to comprehend its connection to organizational commitment and take relevant management actions so as to strengthen the human resources efficiency of household registration office. For creating high quality service attitude to customers and following the customer-oriented trend, the purpose of this study is to establish a dynamic and competitive household registration office. The subjects of the study were employees in every household registration offices of Taipei City Government. Besides using literature review to construct research framework and hypotheses, this study adopted survey techniques as a research tool with questionnaire that contained scales of quality of working life and organizational commitment, and basic information of household registration officers. With the method of general census, 679 copies of questionnaire were mailed; after retrieving 542 copies, we had a return rate of 80% with effective questionnaires of 480 copies. Descriptive statistics analysis, t- test, one-way ANOVA, two-way ANOVA, Pearson’s product-moment correlation and multiple stepwise regression analysis were used for analyzing the data, verifying the results and consequently addressing the conclusions and suggestions. This study found that employees perceived the most satisfaction in the aspects of “interpersonal relationship and participation” and “job description and sense of honor” in quality of working life; and exhibited the highest level in the aspect of “hard-working promises” in organizational commitment. As to personal attributes: for the satisfaction of quality of working life and the level of organizational commitment, males were higher than females; married were higher than unmarried; the ones with recommended appointment position were higher than with ordinary appointment position; administrative staffs were higher than duty executives and staffs at counters; managers were higher than non-management personnel. There are significant correlation among organizational commitment, quality of working life and five aspects of “interpersonal relationship and participation”, “fairness”, “job description and sense of honor”, “work environment”, “wage and benefits”. As to the projection of organizational commitment in general, “job description and sense of honor” ranks the first, followed with “work environment”, “interpersonal relationship and participation” and “wage and benefits”. Quality of working life for household registration officers indeed has effects on their organizational commitment; and moreover, there is positive correlation between quality of working life and organizational commitment, that is, the more they are satisfied with quality of working life, the more they make commitment to the organization. Thus, we recommend that the household registration office shall adopt appropriate management actions by promoting the perception of quality of working life to convince the household registration officers that their decision to work here is a wise one; to encourage them it is worthy of devoting time and energy on the job; to assure them it is a privilege as part of the household registration officers and finally keep and retain them in the household registration office.

組織承諾（Organizational Commitment）是一種態度，不但影響員工對組織投入的強度（Steers,1977），也是個人對組織的聯結關係代表 (Sheldon,1971)。在1980年代，組織承諾即成為台灣組織行為研究的流行議題，頗受研究者的關注。而組織公民行為(Organizational Citizenship Behavior/OCB) 更自1983 年起，已經成為研究者關心的重點（Bateman & Organ,1983）。目前學界已普遍地認為組織的成功必須依賴員工主動地付出一些職責之外的正面行為，透過奉獻、助人、主動建議等組織公民行為的展現，組織才得以彰顯其所欲之目標（Organ, 1990）。而OC與 OCB二者均屬於組織員工之「態度」與「行為」層面，並為組織運作良窳的核心之一。據此，攸關政府組織機能運作核心「公務人力」態度及行為的組織承諾對組織公民行為之影響為何？即為本研究之主要動機。 本文係以我國訓練機關為例，由中央及地方政府，各擇取具代表性訓練機關共六所之所屬正式職員為研究對象，並採文獻探討法及問卷調查法作為研究工具。 本研究結果發現，訓練機關人員對於組織承諾的認知情形，在整體「組織承諾」及其構面，皆有七成以上的認同，顯示人員對訓練機關認為是值得努力及付出，並願意繼續留在該機關服務；訓練機關人員對於組織公民行為的表現情形，在整體「組織公民行為」及其構面，皆有七成以上的認同，顯示訓練機關是一個同事間相處融洽的單位，人員實質感受有所助益，具有正面的意義；訓練機關人員之組織承諾對組織公民行為具中度影響力。 面對未來全球化的挑戰，組織要有能力利用最有限的資源，來創造最有效的價值，端賴具備高度組織承諾感與組織公民行為之員工，他們會自覺與組織休戚與共，願意在組織中奉獻心力，並共同為組織願景努力。本文亦從研究結果發現提出對於訓練機關人力資源發展之策略建議，俾提供參考。 關鍵詞：組織承諾 組織公民行為 訓練機關 / Organizational commitment is an attitude. It not only affects the intensity of the involvement of the employees, but also represents the relationship between individuals and organizations. In the 1980s, organizational commitment was a hot issue in the field of organizational behavior study in Taiwan. Besides, scholars have put emphasis on organizational citizenship behavior since 1983. The academic circle agrees that the organizational success depends on whether the employees can provide positive behaviors beyond their duties spontaneously. Organization objectives can be manifested by means of organizational citizenship behaviors such as dedication, helping, and active suggestions. Organizational commitment and organizational citizenship behavior both belong to the level of “attitude” and “behavior” of the employees. They are the core elements of organizational operation. The motive of this study is based on what effect upon organizational citizenship behaviors can be caused by employees’ organizational commitment. The subjects of this research are the civil servants from six training agencies pertained to the Central authorities and Local goverment. This research adopts the Document Analysis and Questionnaire Survey to collect the data. The empirical results show that the employees from the training agencies identified themselves with more than seventy percent of the conception of organizational commitment. This result represents that the employees are willing to stay and serve in the same agencies. The empirical results also show that the employees identified themselves with more than seventy percent of the conception of organizational citizenship behavior. This result represents that the agencies are organizations within which colleagues get along with each other harmoniously. Employees believe that working in the organization is helpful and meaningful. The organizational commitment of the employees in the training agencies has moderate influence on organizational citizenship behavior. Confronted with the challenges of the globalization, the organizations have to take advantage of the limited resources to create the most valuable outcome. Employees with high sense of organizational commitment and organizational citizenship behavior will regard themselves as dedicators and volunteers in the organizations. They will strive to achieve the vision of the organization. On the basis of the research findings, this study also provides strategic suggestions of the human resources development for the training agencies. Keywords: Organizational Commitment, Organizational Citizenship Behavior, Training Agency

任職於學校之事務組長係總務工作者，也是提供教學順利進行的幕後重要人物。研究者發現事務組長出缺頻繁且流動情況嚴重，希望藉由本研究瞭解臺北市所屬學校之事務組長，對工作之承諾情形及影響留任與否的原因。 本研究採質性研究方法，透過訪談取得14位受訪對象之實務經驗及感受，由工作動機、工作承諾、工作滿足及工作實務上所面臨之壓力，以及在組織支持、主管的領導風格、個人屬性面向，探討事務組長的留任意願。 本研究經由資料分析，對於事務組長的留任意願，獲致以下結論：願意專業留任者，對事務工作深具工作內在動機，對工作願意投入、對工作滿足多為正向態度，也形成對專業承諾與專業留任意願，但未必具組織承諾及組織留任意願，主要原因為學校公務員升遷管道受到侷限。不願專業留任者也不願意組織留任者，主要工作難題為專業知能不足、工作量負荷重、招標採購業務及工友領導等，致使感受工作壓力大，造成事務組長不具專業及組織承諾以及留任意願。總務主任所扮演的領導者角色，其效能對於事務組長的留任意願，具重要的影響力。 本研究提出如下建議，供教育機構、學校、事務組長與後續研究者參酌： 一、對教育行政單位的建議：研習訓練應做有系統的規劃、提升職等及升遷管道之暢通、建立專業平台及交流群組、聯合包發中心能發揮實質助益，分憂解勞。 二、對學校的建議：建立良善領導風範，總務主任能扮演「支持」、「支援」、「支柱」的主管角色；工作內容做適當的分配及調度，以提升工作滿足，強化留任意願。 三、對事務組長的建議：隨時掌握最新工作內涵、妥善規劃工作期程，有效時間管理、建立人際支持、學習管理技能有效領導工友，是事務組長的課題。 四、對後續研究的建議：可兼採量化方法或針對不同縣市之事務組長建立研究結果。亦可就其他組別做研究或以學校規模、組織效能及公務員生涯規畫等方面進行研究。

本研究旨在瞭解目前桃園市國民小學校長賦權增能領導行為、教師專業學習社群與教師組織承諾的現況，分析不同背景變項下之教師，知覺校長賦權增能領導行為、教師專業學習社群與教師組織承諾之差異情形，並探討三者間之關係，最後探討校長賦權增能領導行為與教師專業學習社群對教師組織承諾之預測力分析。 本研究採問卷調查法，共計抽樣31所學校，發出630份問卷，回收547份有效問卷；問卷有效率達95.46%。問卷調查結果以描述性統計、t檢定、單因子變異數分析、皮爾遜積差相關及多元迴歸分析等統計方法加以分析與探討。 本研究獲致結論如下： 一、目前桃園市國民小學教師知覺校長賦權增能領導行為為中高程度，以「參與及自主決策」之知覺程度為最高，「績效責任」之知覺程度最低。 二、目前桃園市國民小學教師有中高程度之教師專業學習社群知覺，以「分享教學實務」之表現為最高，「分享價值願景」之表現最低。 三、目前桃園市國民小學教師在教師組織承諾的知覺為中高程度，以「留職傾向」之表現為最高，「組織認同」之表現最低。 四、桃園市國民小學教師，因性別、擔任職務及學校規模之不同，在知覺校長賦權增能領導行為上有顯著差異。 五、桃園市國民小學教師，因擔任職務及學校規模之不同，在表現教師專業學習社群上有所差異。 六、桃園市國民小學教師，因年齡、服務年資與擔任職務之不同，在表現教師組織承諾上有所差異。 七、桃園市國民小學校長賦權增能領導行為、教師專業學習社群與教師組織承諾的知覺及各分層面，彼此之間具有正相關的關係。 八、桃園市國民小學校長賦權增能領導行為、教師專業學習社群對教師組織承諾具有預測作用，以「校長賦權增能領導行為」的預測力最佳。

本研究旨在瞭解臺北市國民中學校長正向領導、教師幸福感與教師組織承諾關係之現況，分析不同背景變項之教師在知覺校長正向領導、教師幸福感與教師組織承諾關係之差異情形，並探討三者之間的關係及影響，最後藉由校長正向領導與教師幸福感對教師組織承諾進行預測。 本研究採調查研究法，研究對象為臺北市國民中學教師，共計發出611份問卷，回收487份有效問卷，問卷有效率達80.0%。資料處理分別以描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾遜積差相關及多元逐步迴歸分析等統計方式進行統計分析。 本研究獲致以下之結論： 一、臺北市國民中學教師對校長正向領導、教師幸福感與教師組織承諾的知覺程度皆屬於中高程度。 二、以校長正向領導、教師幸福感與教師組織承諾三變項而言，年齡與擔任職務皆是重要影響因素，皆已51歲以上與擔任主任或組長職務之教師知覺程度較高。 三、臺北市國民中學校長正向領導、教師幸福感與教師組織承諾的整體及各分層面，彼此之間具有正相關的關係。 四、臺北市國民中學校長正向領導與教師幸福感對教師組織承諾具有預測作用，以「校長正向領導」的預測力最佳。 最後依據研究結果與結論，提出具體建議，以供教育行政機關、學校校長與教師以及未來研究參考。 / The purpose of this study was to investigate the current development of principal’s positive leadership, teachers’ well-being and teachers’ organizational commitment in junior high schools in Taipei City, and to analyze the difference between teachers of different background variables, and to explore the relationship among the three variables. This study has aimed to predict teachers’ organizational commitment through principal’s positive leadership and teachers’ well-being. Through the use of questionnaire survey method, data were collected teacher from junior high schools in Taipei City, distributing 611 questionnaires in total. Valid questionnaires of 487 were collected, with a usable rate of 80.0%. All data were analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation, and multiple regression. The conclusions of this study are as follows: 1. Junior high school teachers’ perception of principal’s positive leadership, teachers’ well-being, teachers’ organizational commitment is above average 2. There are significant differences in the junior high school teachers’ perception of principal’s positive leadership, , teachers’ well-being, teachers’ organizational commitment in terms of age, and position. 3. There is a positive correlation among the principal’s positive leadership, teachers’ well-being, and teachers’ organizational commitment. 4. Principal’s positive leadership and teachers’ well-being have a predictive effect on teachers’ organizational commitment.

本研究旨在探討澳門私立學校校長服務領導、學校內部行銷與教師組織承諾之關係，採問卷調查法，以澳門私立學校教師為研究對象，共發出350份問卷，問卷回收可用率為61.14%。統計方法採用描述性統計分析、t考驗、單因子變異數分析（ANOVA）、Pearson積差相關及多元逐步回歸分析。本研究結果分述如下︰ 一、澳門私立學校校長服務領導屬中等程度，以「發展願景和前瞻性行為」最高，「治癒」最低。 二、澳門私立學校內部行銷屬中等程度，以「教育訓練」最高，「凝聚溝通」最低。 三、澳門私立學校教師組織承諾屬中等程度，以「努力意願」最高，「公平互惠」最低。 四、不同「性別」、「學歷」、「服務年資」、「學校規模」、「學校歷史」及「學校宗教背景」之教師對知覺澳門私立學校校長服務領導的整體或分層面上有顯著差異。 五、不同「學校規模」之教師對知覺澳門私立學校內部行銷的分層面上有顯著差異。 六、不同「性別」、「宗教背景」、「學校規模」之教師對知覺組織承諾的整體或分層面上有顯著差異。 七、澳門私立學校校長服務領導、學校內部行銷與教師組織承諾呈現高度正相關。 八、澳門私立學校校長服務領導與學校內部行銷對教師組織承諾具有預測作用。 / The purposes of this study was to explore the relationships among principals’ servant leadership, school internal marketing and teachers’ organization commitment of private school in Macau. The questionnaire survey method was applied. Private School teachers in Macau were adopted as the research objects. 350 questionnaires were sent out. The validity of the responded questionnaires was 61.14%. The data was analyzed by using statistic method of descriptive statistic, t-test, One-way ANOVA, Pearson’s product-moment correlation and multiple stepwise regression analysis. The findings of this study were as follow: 1.The servant leadership of Macau private school principals’ was at moderate level. The “vision and proactive behavior” scored the highest whereas the “healing” scored the lowest. 2.The internal marketing of Macau private school was also at moderate level. The “educational training” scored the highest whereas the “communication cohesion” scored the lowest. 3.The teachers’ organization commitment of Macau private school was at moderate level too. The “willingness to work hard” scored the highest and the “equal and mutual-beneficial” scored the lowest. 4.There were significant differences on the overall and dimensional awareness of Macau private school principals’ servant leadership among teachers with different gender, education, years in school, scale of the schools and schools’ religious background. 5.There were significant differences on the dimensional awareness of Macau private school internal marketing among teachers in schools with different scale. 6.There were significant differences on the overall and dimensional awareness of organization commitment among teachers with different gender, religious background and scale of the schools. 7.A highly positive correlation was shown among principals’ servant leadership, school internal marketing and teachers’ organization commitment in private school of Macau. 8.Macau private school principals’ servant leadership and school internal marketing can serve as a remarkable prediction on teachers’ organization commitment.