M. Tech. Business Administration / The study was aimed at assessing factors that compel people to decide on changing employment, benefits of making the change and challenges faced in making the decision. The study is also aimed at helping company managers to be able to identify factors that lead employees to leave organizations and therefore reduce the turnover rate and work towards employee retention. Studies that were conducted highlighted that the world of work shifts all the time and therefore many employers can no longer guarantee life-long employment and regular promotion. This causes employees not longer to feel obliged to remain loyal to one employer throughout their lives. People change careers for a number of reasons, leading to shortage of skills and high turnover rate. The study was conducted in the Ekurhuleni West area of Gauteng in an attempt to determine and quantify factors that compel people to change careers from time to time by conducting a well-planned scientific study based on empirical evidence. The implications of the results are: firstly, managers should be able to identify factors that attract, motivate and retain employees; and secondly employees should make use of career development practitioners so as to make informed decisions and be familiar with broader changes that take place in society from time to time. The study will contribute to the retention of employees, improve production and morale and also reduce expenses and time spent on recruitment, training and socialization of new employees.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Business leaders of today agree that people are the greatest asset of their enterprises, but they struggle to live up to the requirements the knowledge specialists of today dictate. This study investigates the method of storytelling as a leadership tool to engage people in businesses and to contribute to such businesses in becoming an Employer of Choice. In the present day knowledge era the way we communicate has changed completely and knowledge has become the single most important factor within businesses. The latter, in conjunction with the technology boom, has led to an extremely fast paced business environment worldwide, leaving the knowledge experts feeling somehow alienated. Business leaders need to understand this phenomenon and incorporate a culture of care within the business. It is easy to overlook the least troublesome, uncomplicated and inexpensive ways of communications, such as storytelling, to add value in creating a business environment of such a nature. South African businesses should tap into the wisdom of the Ubuntu culture that has its roots deep in storytelling as a method of knowledge sharing and to foster development. The objective of this research document is to illustrate the relationship between storytelling and engaging employees and retaining talent by means of which management could gain a better overview of how their implementation of a storytelling culture in the business could affect their customer retention in the relevant business. / AFRIKAANSE OPSOMMING: Eietydse sakeleiers stem saam dat mense die grootste bate in hul ondernemings is, maar hulle vind dit moeilik om aan die vereistes te voldoen wat die kennisspesialiste deesdae voorskryf. Hierdie studie stel ondersoek in na die metode van storievertel as 'n bestuurswerktuig om mense binne ondernemings te betrek en om by te dra dat sulke ondernemings 'n voorkeurwerkverskaffer kan word. In die hedendaagse kennis-era het die manier waarop ons kommunikeer, heeltemal verander en het kennis die enkel belangrikste faktor in ondernemings geword. Gepaardgaande met die ontploffing in tegnologie, het ondernemings tot 'n uiters vinnige pas in die wêreldwye sake-omgewing gelei, wat die kennisspesialiste ietwat vervreemd gelaat het. Sakeleiers behoort hierdie verskynsel te verstaan en 'n omgee kultuur in hul ondernemings in te voer. Dit is maklik om die mees probleemvrye, ongekompliseerde en goedkoopste kommunikasie maniere mis te kyk, soos die vertel van stories, om waarde toe te voeg tot die skepping van 'n sake-omgewing van so 'n aard. Suid-Afrikaanse ondernemings behoort die wysheid in die Ubuntu-kultuur te ontgin met sy wortels diep in storievertel as 'n manier om kennis te deel en om te ontwikkel. Die doel van hierdie opdrag is om die verhouding tussen storievertel en die betrokkenheid van werknemers toe te lig en om hul talent te behou waardeur die bestuur 'n beter oorsig kan verkry van hoe die implementering van 'n strorievertel kultuur in die onderneming die behoud van kliënte in die betrokke onderneming kan beïnvloed.

Thesis (MBA)--University of Stellenbosch, 2011. / Metropolitan, like all companies in the insurance sector, would like to limit attrition to ensure that the institutional knowledge is retained. At the time when the employee has already tendered a resignation letter, most companies conduct an exit interview. The researcher feels that at this stage, it is rather late. It is important therefore to understand in advance, the reasons why employees would consider leaving the organisation and put corrective measures in place to prevent that. Retention of key employees is a highly topical subject and an important dilemma that many companies have to deal with. It requires leadership attention and scientific understanding of the causes of attrition. In South Africa, the concept of retention of specifically Black employees has a broader significance in that it contributes to higher BEE scores and opportunities to do business with government for those companies that have such interests. The purpose of this study is to firstly understand the phenomenon of retention as it applies to the Black employees of Metropolitan. Black employees with skills and experience are arguably the most attractive group on the labour market due to the lack of such skills. Because of this, companies are struggling to retain their Black employees. This study explores what Metropolitan should take into account when designing retention measures for Black employees. It asks the Black employees themselves, what they consider as important that would help in retaining them. Furthermore, it will help the company to investigate which characteristics or variables to consider when formulating its retention strategies. The questions that the study endeavours to explore are: What mechanisms should Metropolitan use to retain especially Black employees? If current employees are considering leaving the company, what are the main reasons for wanting to leave or looking for a job elsewhere? What are the characteristics that employees consider most important that would make them want to stay at Metropolitan. The subject matter investigation involved a survey which was sent to Black employees in the company and the results which were analysed. The results shed some understanding on the reasons why employees would consider applying for a job outside of Metropolitan. It gives the company an understanding of how many of its current Black employees are looking for jobs elsewhere. Because of this prior knowledge, the company can intervene and put measures in place to retain those who were already looking to leave the company. The study also details characteristics that Black employees at Metropolitan consider to be important by certain biographical categories like job grade, age, education, gender and experience. The results further build on the existing literature of retention, especially in the South African environment in the era of transformation laws.

Thesis (MPhil) -- Stellenbosch University, 2011. / The aim of this research study was to explore the experience of managers, and specifically engineers at a steel manufacturing company, of a brain-based coaching model. Coaching’s origins can be traced back to a variety of fields including psychology, change management, training and adult learning. Many people argue that coaching is ‘heart based’ as opposed to being more analytical and scientific. This caused some confusion with the researcher. However, during his studies towards a Master’s degree in Philosophy (MPhil) in Management Coaching, he was introduced to neuroscience and the role it has played in the emergence of a new field called brainbased coaching. The fact that one could scientifically explain why the brain needs coaching and that coaching can help the brain improve its functioning, appealed so much to the researcher that he wanted to expand his knowledge of the subject. Selecting a sample group that was made up only of engineers who had participated in a training programme with the focus on brain-based coaching, provided the perfect platform from where to study the phenomenon and to discover how the engineers, who are academically trained, are analytical and who, by their very nature, prefer scientific evidence-based research, perceive a brain-based coaching model. It was also important to try and establish what they believed the benefits and possible applications are of the model and whether they think it can be used to improve performance and lift motivation and engagement. The results were positive, but it revealed more; it explained how the experience created awareness and led to a change in behaviour and thinking – not just at work, but also in their personal lives. These findings provide more knowledge about the potential that a brain-based approach has for managers and leaders as a development tool. It also gives some comfort that we do not have to continue doing and thinking about things the way we have always done; we have a choice and this approach gives us an insight into how to exercise that choice.

Thesis (MBA)--Stellenbosch University, 2014. / Human resource management is a widely researched field. However, the research done in terms of small to medium-sized enterprises, is extremely limited, especially in South Africa. The aim of this research was to investigate human resource management practices in one such a company, and to develop a feasible action plan to improve on these practices. The chosen company, Task Applied Science (Pty) Ltd, is a medical research company based in Cape Town, South Africa. The data for the study was obtained through a literature review and interviews. The data from the literature review identified best practices and frameworks. This was combined with interviewing company employees as well as HRM practitioners in the medical field to not only identify problems, but to also suggest possible solutions. These solutions were compiled in a comprehensive action plan. As such, the results offer a workable solution for Task Applied Science, and can serve as example for all small to medium-sized enterprises. The literature review further showed that smaller companies tend to ignore the importance of human resource management due to the time and costs involved and the fact that they are focussed on the external environment rather than the internal. This cannot simply be remedied by implementing practices developed in large companies. Best practices need to be customised to fit the needs of the specific company. The findings showed that only certain human resource management practices were implemented in reaction to crises, or as needs arose. This, combined with the rapid growth and lack of structure, caused a breakdown in communication, transparency, and trust. Staff loyalty decreased because they felt that they were left in the dark. Both the company strategy and values became vague, and thus staff could not be aligned to it. Noteworthy was that the increase in policies and documentation did not cause employees to feel restricted, but rather that it created a feeling of security. The study made it abundantly clear that the human resources department needs to be treated as a strategic partner in the planning and execution of the company strategy; especially in terms of efficient change management. Their role is to communicate the strategic direction, while at the same time acting as an activist for the staff, voicing their needs and capabilities. The proposed action plan focused mainly on the company culture and the alignment of staff with the company’s business strategy. This was done by addressing issues such as company culture, communication, company values, and staff development. The plan offers practical solutions within each of these categories. Furthermore, it suggests solutions in terms of efficient staff recruitment and knowledge management. By implementing this plan the company will be able to increase the synergy between the business units within the company, eradicating silos, and establishing the staff as a competitive advantage. In addition to this, it will establish the human resources department as a credible partner for the staff in developing both their personal and professional lives.

本研究旨在探討國民中學教師個人與組織適配、組織承諾對組織公民行為影響之研究，並探究組織承諾在個人與組織適配與組織公民行為之間是否具有中介變項的效果。本研究採用問卷調查法，以苗栗縣共29 所國民中學教師為樣本母群體，採分層隨機抽樣，抽出364位受試者，回收有效問卷286份，所得資料分別以描述性統計、t 考驗、單因子變異數分析、皮爾遜積差關係、迴歸分析等統計方法進行資料的分析與處理，以瞭解國民中學教師個人與組織適配、組織承諾對組織公民行為之現況、差異情形及其預測力。研究結論如下： 一、苗栗縣國民中學教師個人與組織適配屬中上程度，以「個人與同事適配度」最高。 二、苗栗縣國民中學教師組織承諾屬中上程度，以「情感性承諾」最高。 三、苗栗縣國民中學教師組織公民行為屬中上程度，以「對學生之公民行為」最高。 四、本校服務年資及學校規模在教師個人與組織適配上有顯著差異。 五、學校規模在組織承諾上有顯著差異。 六、學校規模在組織公民行為上有顯著差異。 七、教師個人與組織適配、組織承諾對組織公民行為具顯著相關與預測。 八、教師組織承諾在個人與組織適配與組織公民行為間具有部份中介效果。 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、國民中學校長、教師以及未來研究的參考。 關鍵詞：個人與組織適配、組織承諾、組織公民行為

在經濟自由化、國際化潮流的衝擊下，公營事業「私有化」（privatization）自1980年代以來成為主流思潮，在國內政治、經濟、社會發展日趨成熟，以及公營事業機構經營績效普遍不彰的環境下，紛紛要求政府去保護、去壟斷、去管制，讓公營事業回歸市場競爭機制，於是行政院於1989年成立跨部會的「專案小組」負責推動民營化工作，惟民營化的腳步卻顯得蹣跚難以開展，直到1996年「國家發展會議」中才確立「加速民營化」的共識後，民營化政策乃如火如荼的展開。 歷經十幾年民營化推行的結果，弊端叢生，有淪為財團化、賤賣國產、政治酬庸工具、製造大量失業的疑慮，並嚴重損及員工既有的工作權益，而廣受訾議；近年來更質變為政府籌措財源的工具，以致員工抵制、抗爭民營化政策持續未歇，乃至遊說立法委員通過特別立法加以保護與刪減釋股預算等，百般推遲、阻撓民營化進度，究其原因，乃在員工預期民營化組織變革將帶來不確定性未來的集體共同認知使然，害怕減薪、裁員、失去工作保障、勞動條件改變、僱庸關係變更、喪失公務員身分、權力及社會地位降低、經濟利益減損、可用資源減少、工作量增加…等等。 本研究以公賣局為個案研究，公賣局為因應民營化的需要，改善經營體質，提升組織競爭力，從1996 年開始規劃實施一連串的組織變革措施中，主要進行人力精簡、組織調整及全面品質管理等三大重要變革措施，其中以人力精簡與組織調整對員工的衝擊影響最大；人力精簡從1997年到2003年10月底止，已精簡4371人，有1/3以上的員工選擇優惠離退，而組織調整的方式則以簡併、裁撤、遷廠方式為之，影響了數千名員工的工作地點、工作性質、人際關係與環境的變動，員工在經歷這些重大組織變革，其對民營化組織變革的認知情況如何，是否會反應在工作壓力與組織承諾上，所以本研究即以微觀的認知觀點，試圖從員工對民營化組織變革的不確定性認知切入，來探求民營化組織變革的不確定性認知，對員工工作壓力與組織承諾的影響情況，深切鋪陳員工心理層面的憂鬱、焦慮、徬徨的感受，以提供政府當局及變革推動者參考。 本研究除採用文獻探討法對過去學者研究文獻做一回顧與整理外，並使用問卷調查法，以2004年2月底留任在台灣菸酒公司流通事業部職員為研究對象，所得有效樣本462份資料，以描述性統計分析、因素分析、信度分析、t檢定、單因子變異數分析、皮爾森積差相關分析、逐步迴歸分析等統計方法予以分析。 本研究主要獲致結論如下： 在描述性統計分析方面，員工最擔心的是被減薪（87.9%）、職務或工作地點變動（82%）、被裁員或解僱（80.8%）、失去公務員身分工作權較無保障（78.8%）、以及對個人未來的事業生涯有不安與徬徨的感受（76.6%），除此之外，對未來角色的變更也充滿相當的憂慮，在變革過程中，員工也認為所獲取或接觸的變革資訊嚴重不足，也顯示參與決策與溝通的管道不夠暢通，並且也相信民營化組織變革將使組織發展更具變動性，在在均說明了員工對民營化組織變革充滿了不確定性的認知程度相當高。反應在工作壓力方面，則以「焦慮反應」最為嚴重，平均數比率為75.56%，其次為「工作過荷」的現象為70.82%，然其對組織的「價值及努力承諾」、「留職承諾」仍舊是非常高昂，平均數比率分別為71.8%、71.62%。 在差異性分析方面，發現有顯著差異者有：1.不同年齡、職位的員工對「變革資訊」的不確定性認知有顯著差異。2.不同工作類別的員工對「溝通疑慮」的不確定性認知有顯著差異。3.不同職位員工對「組織發展」的不確定性認知有顯著差異。4.不同職位的員工對「低自尊」有顯著差異。5.不同工作類別的員工對「留職承諾」有顯著差異。 在相關分析方面，民營化組織變革的不確定性認知與工作壓力呈高度正向相關，與組織承諾則呈中度負向相關，而工作壓力與組織承諾則呈高度負向相關。 在預測力分析方面，民營化組織變革的不確定性認知對工作壓力、工作壓力對組織承諾均具解釋力或預測力，且工作壓力對民營化組織變革的不確定性認知與組織承諾間具有中介效果，亦即留任員工對民營化組織變革的不確定性認知程度愈高，其工作壓力愈大，工作壓力愈大，則員工的組織承諾愈低。 本研究根據研究結論分別對政府、事業機構、員工及後續研究者提出建議，期以建構更完善的民營化政策、以及提出更完整、更具價值的研究成果。 關鍵字： 認 知 組織變革 工作壓力 組織承諾 / Under economy liberalization trend, as well as globalization influences, the public enterprise privatization became a leading trend starting from 1980s, Internal (domestic) politics, economy, society development is mature rapidly, and public enterprises management agency are generally not developing/improving, makes them requesting government to give up protection, monopolize, controls etc. in order to put the public enterprises into competitive market mechanism. Hence in 1989 Executive Yuan had set up a special team in charge for pushing government entity for privatization, although privatization moves was halting and difficult to develop at the start, untill 1996 the Country Development Meeting where participants has reached a common view to accelerate the privatization issue, the privatization became a hot topic like a raging fire that everyone is talking about. Over ten years after privatization was carried out, disadvantage clusters, conglomeration of companies, low price sales and quisling government properties, political bribing, unemployment misgivings, seriously damaging workers interests and rights, and became a widely discuss issues. In recent years it even deteriorated and spoiled into a fund raising tools, which made workers to boycott, then fights against privatization policy continues. And even canvassed legislators to enforce protection laws, truncate and write off budgets, all sorts of put off or deferred to obstruct and jeopardize the progress of privatization. Trace to its cause, worker anticipation that privatization will bring uncertainty in the future due to the change of the organization, salary reduction, lay off staff, loosing job indemnification, labor laws and regulation changes, relation alteration in the employment system, loss of civil servant status, social status and rights diminishing, economical benefits reductions, available resource decreasing, increase of workload etc, etc.. This research is based on Taiwan Tobacco and Wine Board as a case study, due to the need of privatization to improve its management, increase of competitiveness capability, starting from 1996 Taiwan Tobacco & Liquor Corporation has taken up a series of organization transformation measures, there were 3 major improvement measures, mainly on manpower simplification; organization adjustment and overall quality control management. Where the manpower and organization adjustment have the most direct influence to staff/workers; Manpower reduction has been started since 1997 and up till the end of October 2003, there were already 4,371 persons reduced, 1/3 above personnel choose the preferential leave quit, while re-organization is implemented using simplification, dissolve of companies, relocate of factories, this has affected thousands of staff/worker’s work place, jobs nature, relationship and environmental alterations. Upon they experienced all these significant re-organization major changes. How do staff/workers recognition towards organization changes due to the privatization effect? Will it reflect in their work commitment due to the work pressure and organization changes? This study is based on basic cognitive point of view, attempt to cut in from worker’s uncertain recognition to organization changes by privatization, seeking for uncertain recognition of organization transformation cause by privatization, the effect towards personnel work pressure and organization commitments, deeply elaborate personnel psychology disconsolation, anxiety, hesitation, in order to provide to government authority and the reformers for references. This research adopt and consolidate the previously research documentary retrospect, it also combine with questionnaires inquisition. Based on the research object from Taiwan Tobacco & Liquor Corporation Business Distribution Unit staff at the end of February 2004, obtained effective samples of 462 item and were analyzed with Descriptive Statistic Analysis method, Factor Analysis, Reliability Analysis, t-Test, One-way ANOVA, Pearson Analysis of Regression, Analysis of Stepwise Regression Statistical. The main conclusions of this research are as follows: Under descriptive statistic analysis salary reduction is the most worried case (87.9%), duty and or work place alteration (82%), lay off staff (80.8%), loss of civil servant status and work rights (78.8%), fear of personal future business career uncertainty hesitation (76.6%), in addition to this, anxiety to the future personal role’s alteration. And during the changes period, staff/workers felt if organizational changes information severely lack of, it also shows if decision makers has impeded the communication in between, and the belief that privatization of organizational changes will let the organization development full with alteration nature. This illustrates staff/workers have very high uncertainty cognition to the privatization of organizational changes. Reaction shown directly on work stresses, while anxiety reaction is the most severe case, average rating at 75.56%, following is work overloaded phenomenon with 70.82%, but to organizational value and effort commitment, retention commitment are still lofty, average ratio at 71.8% and 71.62% respectively. At divergence analysis, it is found there is a distinct difference at 1. Age differences: on duty staff/workers have a different opinion of uncertain cognition to organizational changes information. 2. Different job sections staff/workers have distinct recognition on communication misgiving uncertainty cognition. 3. Different position/grade personnel has a different recognition on organization development. 4. Different position/grade personnel has distinct recognition on low self-esteem. 5. Different Job sections staff/workers has different recognition on retention commitment. On correlation analysis, there is a high positive relationship between privatization of organizational changes uncertainty cognition and work stress, while it shows a medium negative relationship to organizational commitment; work stress and organizational commitment shows a high negative relationship. In forecast analysis, privatization of organizational changes uncertainty cognition and work stress, work stress and organizational commitment both equipped with elucidate and anticipation power, while work stress and privatization of organizational changes uncertainty cognition and organizational commitment are of intermediate effect, in other words for staff to remain in office will increase its recognition to privatization of organizational changes uncertainty cognition, work stress will be heavier, when work stress becomes bigger, staff/workers organizational commitment will become lesser. This research concludes for suggestions to government entity, enterprises, staff/workers and the fellow researchers to improve the privatization program and submit more valuable and complete study results. Key words : cognition 、organizational changes、work stress 、 organizational commitment

本研究主要目的在於探討激勵保健因素與公立高職兼職行政教師組織承諾之關係。採用文獻分析與問卷調查方式進行。 在文獻分析方面，首先針對激勵保健因素及組織承諾相關文獻進行蒐集、探討與分析。進而建立研究架構。 再以教育部94年度所公佈之92所公立高職兼職行政工作教師為研究對象，以激勵保健因素與公立高職兼任行政教師組織承諾關係之研究問卷為工具。以抽樣方式進行調查。 發出問卷644份，回收問卷635份，有效問卷609份，問卷可用率為94.6%。問卷回收後，使用描述性統計分析、單因子變異分析、皮爾森積差相關、逐步多元迴歸等方式進行資料分析，茲就研究結果加以討論。 本研究得到以下結論： 一、 公立高職兼職行政教師激勵保健因素呈現中等感受度。 二、 公立高職兼職行政教師激勵因素以「工作本身」感受度較高，「學習成長」感受度較低。 三、 公立高職兼職行政教師保健因素以「工作環境」感受度較高，「行政考核」感受度較低。 四、 公立高職兼職行政教師呈現良好組織承諾。 五、 公立高職兼職行政教師在組織承諾上以「努力意願」感受度較高，「續任兼職傾向」感受度較低。 六、 二十年以上服務年資兼職行政工作教師有較高的整體激勵保健因素知覺。 七、 擔任「主任」之兼職行政工作教師有較高激勵保健因素知覺。 八、 50歲以上兼職行政工作教師有較高的組織承諾。 九、 男性、已婚、高年齡、高職務、高服務年資、非商工或工商職校者，有較高的續任兼職傾向與組織承諾。 十、 擔任主任之兼職行政工作教師有較高「組織承諾」。 十一、 兼職行政工作教師對激勵保健因素之知覺愈高則會有愈高的組織承諾。 十二、 激勵保健因素能有效預測兼職行政工作教師之組織承諾，其中又以「保健因素」最具預測力。 十三、激勵保健理論使用於公立高職兼職行政工作教師，部分符合。 依據以上結論，本研究提出下列建議 一、 對學校單位建議 （一）增加進修管道，培養行政人才 （二）建立健全考核制度，拔擢優秀兼職行政工作教師 （三）簡化行政程序，增加工作人力，均衡工作之質量 （四）建立優質工作環境，提升兼職行政工作教師組織承諾 （五）確立學校發展方向，提升兼職行政工作教師組織承諾 （六）積極培訓資淺兼職行政工作教師，強化行政工作發展 （七）重視年長及資深兼職行政工作教師，建立行政工作傳承 二、 對兼職行政工作教師建議 （一） 積極參與學習，追求個人與組織成長 （二） 適時表達意見，協助學校建立完善之行政考核制度 （三） 針對重視之激勵因素分層面，持續續探索工作之樂趣 （四） 適時自我調適，持續服務之熱忱 / The purpose of the paper was mainly to investigate into the relationship between the motivation-hygiene factor and the organizational commitment of part-time administrative teachers in the public vocational high school. We adopt the literature analyses and the questionnaire ways. The first step of this study was to collect the relevant backgrounds with regard to the motivation-hygiene factors and the organizational commitments. The relevant literatures were proceeded the investigation, the discussion and the analysis and then these data were established the framework. Secondly, the Ministry of Education in 2005 year investigates the part-time administrative teachers of public vocational high school, and the questionnaire of the motivation-hygiene factor and the organizational commitment become the research instrument and they were used. The questionnaire uses the sampling module in Taiwan. We issue the 644 questionnaires, and we retrieve 635 copies. However, the 609 copies are valid questionnaires among the 635 copies. Therefore, the data validation rate was 94.6﹪. Finally, we use the statistics methods, including descriptive analysis, one-way Anova, Parsons product-moment correlation and multiple stepwise regressions to analyze the collected data. The study obtains the conclusions as follows. （a） The part-time administrative teachers in public vocational high school possessed the perception of the middle degree in the motivation-hygiene factor. （b） Among three motivation factors, the part-time administrative teachers in public vocational high school possessed higher perception in “work” and they possessed lower perception in “growth and learning”. （c） Among three hygiene factors, the part-time administrative teachers in the public vocational high school possessed higher perception in “work environment” and they possessed lower perception in “administration and personnel examination”. （d） The part-time administrative teachers in the public vocational high school reached higher than mid-level perception in organizational commitment. （e） Among the three factors of the organizational commitment, the part-time administrative teachers in the public vocational high school possessed higher perception about the willingness and the effort, and they possessed lower perception about remaining position. （f） If the part-time administrative teachers in the public vocational high school exceed 20 years, they possessed higher perception in the motivation-hygiene factor. （g） Teacher who is serving as managers possessed higher perception in the motivation factors. （h） The part-time administrative teachers over 50 years old possessed higher perception about the organizational commitment. （i） A man, the married, high years, high position, high seniority, commercial & industrial vocational high school and industrial & commercial vocational high school possessed lower the remaining position about the organizational commitment. （j） The managers of the part-time administrative teachers possessed higher perception about the organizational commitment. （k） Supposing the perception of the motivation-hygiene factor is more and more high, the part-time administrative teachers also possessed higher the organizational commitment. （l） The motivation-hygiene factor efficaciously predicted the organizational commitment of the part-time administrative teachers. For instance, the hygiene factor possessed higher prediction. （m） The motivation-hygiene theory conformed to the part-time administrative teachers in public vocational high school. According to the above-mentioned conclusion, this study proposes the following results: To the school: （a） It should increase the way of the further education and cultivate the administrative personnel （b） It constructs better testing system and the school take care of the excellent part-time administrative teachers. （c） It simplifies the administration systems and enhances human resources thus balancing its quality and quantity. （d）It constructs better working environment to enhance the organizational commitment of the part-time administrative teachers. （e） It establishes developing direction to enhance the organizational commitment of the part-time administrative teachers. （f） It actively cultivates the young part-time administrative teachers to strengthen working development. （g） It should pay attention to the senior part-time administrative teachers to construct the administrative continuance. To the part-time administrative teachers: （a） They should actively participate in learning and to chase the growth from the individual to the organization. （b） They suitably express the opinion, thus they help the school to establish the administrative testing system. （c） They aim at the motivating factors highlighted to explore working funs. （d） They are suitably the self- adjustment, and to continue the enthusiastic service.

本研究旨在探討基隆市區公所公務人員「個人與組織契合度」、「工作壓力」與「組織承諾」之關係。透過普查的方式針對基隆市各區公所正式公務人員進行問卷調查，共發出282份問卷，回收271份，扣除廢卷及填答不完整者10份，有效問卷為261份。並運用次數分配、t 檢定、單因子變異數分析、Pearson相關分析及迴歸分析等方法進行統計分析，而研究發現如下： 一、不同「性別」、「年齡」的區公所公務人員在個人與組織契合度及各構面上有顯著差異。 二、不同「性別」、「年齡」和「家庭居住地」的區公所公務人員在工作壓力及各構面上有顯著差異。 三、不同「年齡」、「服務年資」和「婚姻狀況」的區公所公務人員在組織承諾及各構面上有顯著差異。 四、個人與組織契合度與組織承諾之間呈現顯著正相關。 五、工作壓力與組織承諾之間呈現顯著負相關。 六、個人與組織契合度對組織承諾有顯著的正向影響。 七、工作壓力對組織承諾有顯著的負向影響。 最後根據研究發現，分別就「政策」、「組織」和「個人」三層面提出建議，提供其他機關參考，並盼望上級長官能正視區公所公務人員組織承諾之情形，研擬相關因應方式以增強員工對機關之認同與承諾，使員工樂於留任於機關，奉獻其心力。 / This research discusses the relationship between the “Person-Organization Fit”, “Job Stress”, and “Organizational Commitment” of civil servants of the district offices in Keelung City. We handed out surveys to all civil servants of the district offices in Keelung City. A total of 282 questionnaires were handed out, 271 were collected, 10 were invalid or partially answered, resulting in 261 effective surveys. We used frequency distribution, t tests, one-way ANOVA, Pearson correlation analysis, and regressive analysis to conduct statistic analysis. The following are the research findings: 1. Civil servants of different “gender” and “age” displayed major differences in Person-Organization Fit. 2. Civil servants of different “gender”, “age”, and “residential area” displayed major differences in Job Stress. 3. Civil servants of different “age”, “work years”, and “marital status” displayed major differences in Organizational Commitment. 4. Person-Organization Fit and Organizational Commitment displayed positive correlation. 5. Job Stress displayed negative effects toward Organizational Commitment. 6. Person-Organization Fit displayed positive effects toward Organizational Commitment. 7. Job Stress displayed major negative effects toward Organizational Commitment. Finally, we gave suggestions that were related to “policy”, “organization”, and “person” according to the research findings to other institutions for reference. We hoped that the superiors would begin taking notice of the Organizational Commitment of the civil servants, and come up with ways to enhance the employee’s recognition and honor toward their workplace, thus making them want to stay and continue working full heartedly.