在南部科學園區企業成功經營的背後，高素質人力資源的投入，關係著這些資本密集之高科技產業的成敗。依據不同學者之激勵理論的主張，不同的員工在不同的環境下，需要不同的激勵措施，才有可能滿足個人的需要，並進而提高員工的組織承諾。
而本研究之目的，欲了解南部科學工業園區的從業人員，對於激勵重視度及對應之激勵滿意度狀況，以及激勵滿意度、工作滿足感、組織認同與組織承諾的關係，更進一步地探討工作滿足感及組織認同在激勵滿意度與組織承諾的中介效果，並且比較不同個人變項的從業人員在激勵因素、工作滿足感、組織認同與組織承諾上的差異性。
本研究採用問卷調查法，以配額抽樣法選取台南科學園區之員工，共計回收294份有效樣本，問卷回收率達77.3%。研究結果顯示，工作中所能獲得的成就感、實質薪資所得、工作對於家庭生活所產生的影響等措施，為企業需重視並改善之處；而激勵因素、工作滿足感、組織認同與組織承諾之間，均產生顯著影響，因此企業必須多面向整體考量，方能獲得員工更高度之組織承諾；而工作滿足感與組織認同在激勵滿意度與組織承諾間具有部份中介效果，因此激勵滿意度會直接與間接，經由工作滿足感與組織認同，進而影響員工的組織承諾，因此，企業管理者更應該妥善規劃並加強對其員工的激勵措施，方能達成企業的永續經營。

Behind successful enterprise in Tainan Science Park, high performance of human resource involved is related to success or failure of business management for capital-intensitle high technology industries with. According to different theories of motivation, employees in each field really need different motivation measures to satisty one’s needs, and enhance one’s organizational commitment.
The purpose of the study is to comprehand employees, who work in the Tainan Science Park, about the importance of motivation and the relationship with motivation satisfaction, and the relationships among motivation satisfaction, job satisfaction, organizational identification and organizational commitment, and the mediating effect between job satisfaction, organizational identification and motivation satisfaction, organizational commitment. In addition, the study tries to compare the difference among motivation factors, job satisfaction, organizational identification and commitment with personal traits.
Employing the method of questionnaire survey based on quota sampling, employees who work in Tainan Science Park were selected. Totally, 294 copies of valid samples are obtained i.e. the recall rate of valid questionnaires is 77.3%. Some important findings are listed as followes: enterprise should pay more attention and improve such factors as achievement from job, laborers’ wage and the balance between family and work; The factor of motivation, job satisfaction, organizational identification and commitment all have significant effects, therefore, enterprise should consider all the multiple factors and will bring about more organizational commitment; The partial mediating effect of job satisfaction, organizational identification and motivation satisfaction, organizational commitment is statistically significant, therefore, satisfaction of motivation will directly or indirectly impact employees commitment through job satisfaction and organizational identification. Consequently, leaders have to plan well and strengthen motivation measures for each employee, in order to reach the goal of sustainable operation.

參考文獻
林家五(1999)。企業主持人的釋意歷程及其影響，台灣大學商學研究所博士論文。
林禎燕(2005)。激勵因素、工作滿足與留任意願關係之研究─以台灣國際觀光旅館員工為例。未出版碩士論文，私立高雄餐旅學院，高雄縣。
吳美連、林俊毅（1997）。人力資源管理：理論與實務。台北：智勝文化。 吳萬益（2000）。企業研究方法。台北：華泰。
郭欣易（1999）。人格特質與激勵偏好、工作態度、工作表現之相關性研究。未出版碩士論文，私立世新大學，台北市。
許士軍（1977）。工作滿足、個人特徵與組織氣候─文獻探討及實証研究。政治大學學報，35，13-56。
許士軍（2005）。管理學。台北：東華。
黃蘭鈺（2003）。激勵因素、激勵制度與工作滿足之研究─以台中市某國際觀光旅館員工為例。未出版碩士論文，私立靜宜大學，台中縣。
黃惠君（2005）。激勵因素、工作滿足、家庭支持與留任意願及專業承諾關係之探討─以高科技產業研發人員為例。未出版碩士論文，國立中山大學，高雄市。
Abrams, D., Ando, K., & Hinkle, S. (1998). Psychological attachment to the group: Cross-cultural differences in organizational identification and subjective norms as predictors of worker’s turnover intentions. Personality and Social Psychological Bulletin, 24: 1027-1039.
Alderfer, C. P. (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4(2), 142-175.
Brown, M. E. (1969). Identification and some conditions of organizational involvement. Administrative Science Quarterly, 14: 346-355.
Cheney, G. (1983). On the various and changing meaning of organizational membership: A fieldstudy of organizational identification. Communication Monographs, 50: 342-362.
Dutton, J.E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(3): 239-263.
Herzberg, F., Mausner, B., Peterson, R. O., & Capwell, D. F. (1957). Job attitudes: Review of research and opinion. Pennsylvania: Psychological Service of Pittsburgh.
Herzberg, F., Mausner, B., & Snyderman, B. (1959). The motivation to work. New York: John Wiley and Sons.
Hoppock, R. (1935). Job satisfaction. New York: Harper and Brothers.
Hunt, S.D., & Morgan, R. M. (1994). Organizational commitment: One of many commitments or key mediating construct? Academy of Management Journal, 37(6): 1568-1587.
James, L. R., & Brett, J. M. (1984). Mediators, moderators, and tests for mediation. Journal of Applied Psychology, 69 (2), 307-321.
Johnson, W. L., Johnson, A. M., & F. Heimberg. (1999). A primary-and second-order component analysis of the organizational identification questionnaire. Educational and Psychological Measurement, 59: 159-170.
Kalleberg, A. L. (1997). Work value and job rewards: A theory of job satisfaction. American Sociological Review, 62(2), 253-266.
Locke, E. A. (1976). Handbook of industrial and organizational psychology. Chicago: Rand McNally.
Luthans, F., & Kreitner, R. (1985). Organizational behavior modification and beyond. Illinois: Scott Foresman.
Mael, F. A., & B. E. Ashforth. (1992). Alumin and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2): 103-123.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
McClelland, D. C. (1961). The achieving society. New York: Free Press.
Miner, J. B., Ebrahimi, B., & Wachtel, J. M. (1995). How deficiencies in motivation to manage contribute to the United States’ competitiveness problem. Human Resource Management, 34(3), 363-387.
O’Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological attachment:The effect of compliance, identification & internalization on prosocial behavior. Journal of Applied Psychology, 71(3): 492-499.
Porter, L. W., ＆ Lawler, E. E. (1968). Managerial attitude and performance. Illinois:Dorsey Press.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Smith, P. C., Kendal, L. P., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement. Chicago: Rand-McNally.
Vroom, V. (1964). Work and motivation. New York: American Foundation for Management Research.
Weaver, T. (1988). Theory M: Motivating with money. Cornell Hotel and Restaurant Administration Quarterly, 29(3), 40-45.
Stimpert, J. L., L. T. Gustafson, & Sarason, Y. (1998). Organizational identity within the strategic management conversation-Contribution and assumption. In, D. A. Whetten & P. C. Godfrey (Eds.) Identity in organizations: 83-98. London:Sage.