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.