摘 要

教會質量增長的實質數字是決定於真正願意委身教會的基督徒，因此教會同工的委身事奉，便成為教會組織能健康發展的重要關鍵因素之一，但有感於目前教會委身同工的數量，遠不及於已決志進入教會的會友，使得教會服事人力資源嚴重不足，因此盼能找出當中的攔阻與驅動因素，並分析其對同工委身造成的影響。本研究以台灣區靈糧堂的會友及同工為研究對象，從組織承諾的角度出發，採用CLC員工高度投入模式之四個承諾焦點，驗證企業界所引用CLC員工高度投入模式，是否適用於教會組織，並探討影響教會同工委身教會的驅動因子，進一步分析對同工投入事奉影響性。另外，再投入同工內外控人格特質作為干擾變項，分析是否會對此關係與差異產生干擾影響。針對台灣區靈糧堂發放問卷，共回收有效樣本398份。

本研究經分析發現以下結果：
一、CLC員工高度投入模式幾乎適用於教會組織，由該模型發展出的四個影響因素，組織因素、直接權柄、團隊事奉與事工特性，對同工委身事奉皆有正向顯著影響。

二、各驅動因素對於委身程度不同的同工群重要程度不同，對高委身同工群，事工意義性是驅使他們願意投入事奉最大因素；對次高委身同工群，是和直接權柄之間的關係以及明確的組織使命；對中度委身同工群，是直接權柄異象傳遞執行。另外，次高與高度委身同工群對團隊關係的重視，高於團隊分工；而對於中度與低度委身同工群，團隊分工的重要性，高於團隊關係。

三、對於各同工群而言，目前教會組織決策制定分權程度、直接權柄開明賦權授能的程度，與事工資源可獲得性皆較低。

四、內外控人格特質對於委身程度與驅動因子之間，完全無干擾的影響

Abstract

The real church’s growth derives from members of Christ willing to commit to church. Therefore, the commitment of co-worker becomes one of the important factors affecting if church can develop successfully. Because the amount of co-workers who will engage in church is always smaller than the amount of members who have just only attended the activities in the church , this situation causes a serious shortage of human resource in service for church. The objective of this research is to investigate the driving factors and obstructing factors in commitment of co-workers and to analyze these factors how to influence co-workers’ engagement in church servicing. The Bread of Life Christian Church in Taiwan objects, this research with the four focal points of commitment from CLC engagement model , proves that if this model could adopt to fit in church organization and find driving factors how to influence co-worker of engagement and commitmemt. Besides, locus of control being set as interfering variable is included in the model to influence. The questionnaires were distributed to the Bread of Life Christian Church in Taiwan,398 return.

Through the analysis, this research has concluded the following four significant findings：
1. CLC engagement model almost could adapt to fit in church organization .The four driving factors from this model, organization factor、direct manager with authority、serving with team work and characteristics of servicing ,have obvious and positive impact on commitmemt of co-workers.
2. Driving factors to different degree of commitmemt have different influence. To highest degree co-workers, meaning of serving is the most essential factor driving them to engage in serving for church；to subordinate degree co-workers is the relationship with direct manager with authority and explicit vision；to moderate degree co-workers are to deliver and perform the mission. Besides, highest and subordinate degree co-workers place more importance on relationship with team than clear division with team work；moderate and lowest degree co-workers are opposite to them.
3. To all co-workers, there are three inadequate factors that are decentralization of decision making、empowment by direct manager with authority and acquire resources in serving for church.
4. Personality locus of control could’t have any impact on commitment of co-workers.

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