本研究的目的，首先，在於了解組織承諾是否會對工作投入產生影響，並將組織承諾分成價值承諾、努力承諾及留任承諾三構面分別探討之；其次，再探討是否會因領導風格的不同，而增強或減弱組織承諾與工作投入的相關性。
本研究問卷採便利抽樣方式，發放對象包含金融業、科技業、製造業、醫療產業等具有上層主管的員工，總計發放300份問卷，有效回收問卷共282份，有效回收率為94%。由於本問卷量表都是引用國外常用的量表，所以其效度獲得大眾普遍認可，故在此只做相關分析，並以Cronbach alpha 值檢定量表信度，再運用階層迴歸分析得到以下結論：
一、價值承諾與工作投入呈正向關聯。
二、努力承諾與工作投入呈正向關聯。
三、留任承諾與工作投入呈正向關聯。
四、領導者交易型領導風格強時，價值承諾與工作投入的正向關係會增強。
五、領導者交易型領導風格強時，努力承諾與工作投入的正向關係會增強。
六、領導者交易型領導風格強時，留任承諾與工作投入的正向關係不受影響。
七、領導者轉換型領導風格強時，價值承諾與工作投入的正向關係會增強。
八、領導者轉換型領導風格強時，努力承諾與工作投入的正向關係會增強。
九、領導者轉換型領導風格強時，留任承諾與工作投入的正向關係會增強。

The purpose of this research is mainly at the investigation of the impact of organizational commitment on job involvement. And organizational commitment is divided into value commitment, effort commitment, and retention commitment. Then explore whether different leadership style will enhance or reduce the relevance between organizational commitment and job involvement.
In this research, convenience sampling is adopted and questionnaires are issued to the industry of finance, science and technology, manufacturing, healthcare and other employees with managers. Sending 300 questionnaires and 282 returned are valid. Effective response rate is 94%. A worldwide accepted format is applied in the questionnaire, so the related analysis is only used to test the relevance between different variables. Here, Cronbach alpha is used and the conclusion is a result of the hierarchical recursive analysis. See below.
1. Value commitment is positive to job involvement.
2. Effort commitment is positive to job involvement.
3. Retention commitment is positive to job involvement.
4. With strong transactional leadership, the positive relevance between value commitment and job involvement will be enhanced.
5. With strong transactional leadership, the positive relevance between effort commitment and job involvement will be enhanced.
6. With strong transactional leadership, the positive relevance between retention commitment and job involvement will not be affected.
7. With strong transformation leadership, the positive relevance between value commitment and job involvement will be enhanced.
8. With strong transformation leadership, the positive relevance between effort commitment and job involvement will be enhanced.
9. With strong transformation leadership, the positive relevance between retention commitment and job involvement will be enhanced.

一、中文部份
1.余德成，｢品質管理人性面系統因素對工作績效之影響｣，國立中山大學企業管理研究所未出版之博士論文，1996。
2.許士軍，「管理學」，第十版，台北：東華書局，1990。
3.陳怡秀，「員工投入驅動因子、情感性組織承諾與個人工作績效之關聯性 研究」，國立中央大學人力資源管理研究所未出版碩士論文，2006。
4.羅虞村，「領導理論研究」，台北：文景出版社，1995。

二、英文部份
1.Bass B. M., and B. J. Avolio. Transformational Leadership Development: Manual for the Multifactor Leadership Questionnaire, Palo Alto, CA: Consulting Psychologists Press, 1990.
2.Borman, W.C. & Motowildo, S.J., Expanding the Criterion Domain to Include Elements of Contextual Performance, pp.71-98, 1993.
3.Burns, J. M. Leadership, NewYork: Harper & Row., 1978.
4.Campbell, J.P., Modeling the performance prediction problem in industrial and organization psychology. In M.D Dunnette, & L.M Hough(Eds.), Handbook of Industrial and Organization Psychology(2nd ed.), Palo Alto, CA：Consulting Psychologists Press, 1, pp.687-732, 1990.
5.Conger, J. A. and R. N. Kanungo. Charismatic Leadership in Organizations, Thousand Oaks, CA: Sage, 1998.
6.Cummings, T. G. and E. F. Huse. Organization Development and Change, St. Paul, Minn.:West Pub. Co., 1989.
7.Davis, K. Human Behavior at Work, New York: McGraw-Hill Book Co., 1977.
8.Durbin, A. J. Leadership － Research Finding, Practices, and Skills, 3rd Edition, New York: Houghton Mifflin Company Boston, 2001.
9.Hemphill, J. K. and A. E. Coons. “Development of the Leader Behavior Description Questionnaire.” In R. M. Stogdill & A. E. Coons. Leader Behavior: Its Description and Measurement. Columbus: Ohio State University, Bureau of Business Research, 1957.
10.House, R. J., Hanges, P. J., Ruiz-Quintanilla, S. A., Dorfman, P. W., Javidan, M., Dickson, M., & Associates “Cultural Influences on Leadership and Organization: Project GLOBE”, In W. H. Mobley, M. J. Gessner, & V. Amold (Eds.), Advances in Global Leadership. Stamford, CT: JAI Press, pp.171-233, 1990.
11.Kahn, W. A., “Psychological conditions of personal engagement and disengagement at work”, Academy of Management Journal, Vol.33, pp.692-724, 1990.
12.Kanungo,R.N., ”Work Alienation:A Pancultural Perspective”, International Studies of Management Organization, 8, pp.127, 1983.
13.Koontz, J. L. Taking a Lesson from McDonald’s Production. pp.29-31, 1990.
14.Kotter, J. P. On What Leaders Really Do. Boston, MA: Harvard Business School Press Though Arts & Licensing International Inc., 1999.
15.Meyer, J.P., Allen, N.J., & Smith, C.A. “Commitment to organizations and occupations: Extension and test of a three-component conceptualization.” Journal of Applied Psychology, 78, pp.538-551, 1993.
16.Mohan T. “Leadership Styles in Information Technology Projects.” International Journal of Project Management 18, no.4, pp.235-241, 2000.
17.Motowildo, S.J. & VanScotter, J.R., Evidence That Task Performance Should Be Distinguished from Contextual Performance, Journal of Applied Psychology, pp.475-480, 1994.
18.Mowday, R.T., Porter, L.M. & Steers, R.M., Employee-Organizational Linkage, New York, Academic Press, 1982.
19.Porter, L.W., Steers, R.M., Mowday, R.T. & Boulian, P.V. “Organizational commitment, job satisfaction and turnover among psychiatric technicians.” Journal of Applied Psychology, Vol.59,No.5, pp.603-609, 1974.
20.Rauch, C. F. and O. Behling.“Functionalism: Basis or an Alternate Approach to The Study of Leadership.” In Hunt, J. G., D. M. Hosking, C. A. Schriesheim, & R. Stewart(Eds.), Leaders and Managers: International Perspectives on Managerial Behavior and Leadership. Elmsford, New York: Pergamon Press, pp. 45-62, 1984.
21.Robbins, S. P. Organizational Behavior, 10th Edition, Upper Saddle River, New Jersey: Prentice-Hall International, Inc., 2003.
22.Schaufeli, W. B., & Bakker, A. B., “Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study”, Journal of Organizational, Vol.25, pp.293-315, 2004.
23.Stogdill, R. M. “Personal Factors Associated with Leadership,” Journal of Applied Psychology, pp.35-71, 1948.
24.Tannenbaum R. and W. H. Schmidt. How to Choose a Leadership Pattern. Cambridge MA: Harvard Business Review, pp. 95-101, 1958.
25.Yukl, G. A. Leadership in Organizations, 3rd Edition, Englewood Cliffs NJ: Prentice-Hall, 1994.