工作控制對認知要求與感性承諾有緩衝效果嗎？再檢驗Karasek模式

Does Job Control Buffer the Effect of Cognitive Demand on Affective Commitment? A Re-Examination of Karasek's Model

10.6147/JHRM.2016.1604.03

繆敏志(Min-Chih Miao)；林少龍(Shao-Lung Lin)

感性承諾 ； 認知要求 ； 工作要求－控制模式 ； 研發人員 ； affective commitment ； cognitive demand ； job demand-control model ； R & D personnel

人力資源管理學報

16卷4期（2016 / 12 / 01）

59 - 80

繁體中文

本研究旨在探討認知要求（包括監督及問題解決要求）對感性承諾的主效果，並探討認知要求與工作控制（包括方法、排程及目標控制）對感性承諾的交互效果。應答者為241位來自新竹科學園區公司的研發人員。結果顯示監督及問題解決要求皆正向影響感性組織與職業承諾，方法、排程及目標控制會降低監督要求對感性組織承諾的正向影響。排程及目標控制會增強問題解決要求對感性職業承諾的正向影響。本研究討論研究發現在理論與管理實務上的意涵，同時提出本研究之限制。

This study explores and examines the main effects of cognitive demand (including monitoring and problem-solving demands) on affective commitment and interactive effects of monitoring and problem-solving demands and job control (including method, scheduling and criteria control) on affective commitment. Respondents were 241 R & D personnel drawn from firms in Hsinchu Science Park. Results reveal that monitoring and problem-solving demands have positively effects on both affective organizational and occupational commitment. The method, scheduling and criteria control decrease the positive effects of monitoring demand on affective organizational commitment. The scheduling and criteria control increase the positive effects of problem-solving demand on affective occupational commitment. The authors discussed the implications for theory and managerial practices, and proposition for the research limitation.

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