根據經濟部於2016年發布的訊息，近年來政府積極推動生技產業，我國藥品業產值呈也逐年上升。藥廠的演變使客戶群、產品結構變得更為寬廣。藥廠歷經全民健保、醫藥分業，產業結構多元化，從以藥為基礎的小市場，擴大涵蓋健康、美麗、生活化的大市場。本研究主要以組織氣候、組織信任、領導風格、內部控制理論來探討對藥廠員工組織承諾與工作績效的影響。
本研究以國內某藥廠員工為研究對象，以發放網路問卷方式蒐集資料。透過便利取樣，本次研究回收172份問卷，剔除無效問卷6份，收集有效問卷共計166份，有效回收率96.5%。
分析結果發現組織氣候、組織信任與交易型風格對組織承諾皆有顯著正向影響，其中又以組織氣候之影響性最高、交易型風格與組織信任次之；而轉換型風格及內部控制理論則對組織承諾沒有顯著的影響。而在分析各構面對工作績效之關係，結果發現除了組織信任及內部控制理論對工作績效有顯著的正向影響外，組織氣候、交易型風格與轉換型風格皆對工作績效沒有顯著之關係，其中內部控制理論之影響力又大於組織信任。另外，組織承諾對工作績效則有顯著正相關。

The purpose of this research is to find the relationships among organizational climate, organizational trust, leadership style, internal control, organizational commitment and job performance, taking pharmaceutical factory workers for example. We conduct research by questionnaires delivering. After the distribution of questionnaires, there are 172 questionnaires recovered and 166 of them are valid. The effectively recovery rate is 96.5%. The collected questionnaires are mainly from well-educated male.And most of them work for domestic pharmaceutical factories which located in the northern part of Taiwan.
With empirical analysis results, we propose research conclusion and suggestions. In addition to personal practical views, we provide method which can better evaluate each scope. The results show that organizational climate, organizational trust and transactional leadership are positively related to organizational commitment. Organizational commitment is positively related to job performance. Meanwhile, neither transformational leadership nor internal control has relationship to organizational commitment.
Key words: organizational climate, organizational trust, leadership style, internal control, organizational commitment, job performance.
INTRODUCTION
With the recent news from economic ministry, they indicate that the governments actively promote biotech industry and which leads to the tremendously increasing amount of pharmaceutical industry. The development of biotech technologies broaden the scope of customers and upgrade the medical products. With the needs of medicine increasing, it’s really important to find the ways to encourage workers and hoping for better performance.
Litwin &Stringer(1968) define organizational climate as the direct or indirect feelings of employees toward internal environment or the policy. Chen (2007) defined
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organizational trust as a mentation, a feeling experience and the willingness to take risks. Leadership style can be evaluated by transactional leadership and transformational leadership (Bass & Avolio, 1989). Laws defined internal control as the rules enact by the board of directors and managers which aims to help the company with a sound operating. Meyer &Allen (1991) defined organizational commitment as the emotional attachment of employees to the organization that it can affect employees’ willingness to stay in the company. Job performance is the behaviors to achieve the goal and it can be evaluate by the contribution from each employees.
We conduct research by online questionnaires delivering. We finally collected 166 valid questionnaires and the effective recovery rate is 96.5%. With these data, we conductSPSS analysis with description statistics, reliability analysis, Pearson analysis and multiple regression analysis. The results show that organizational climate, organizational trust and transactional leadership are positively related to organizational commitment. Organizational commitment is positively related to job performance. Meanwhile, neither transformational leadership nor internal control has relationship to organizational commitment.
MATERIALS AND METHODS
We conduct research by online questionnaires delivering. We finally collected 166 valid questionnaires and the effective recovery rate is 96.5%. With these data, we conduct SPSS analysis with description statistics, reliability analysis, Pearson analysis and multiple regression analysis.
RESULTS AND DISCUSSION
After the distribution of questionnaires, there are 172 questionnaires recovered and 166 of them are valid. The effectively recovery rate is 96.5%.The collected questionnaires are mainly from male which represents over 50 percent. Most of the participants are well educated that over 60 percent are from graduate school. Over 70 percent of the participants work for domestic pharmaceutical factories and above 70 percent of the factories located in the northern part of Taiwan. The average age is between 35 to 44.
The results show that organizational climate, organizational trust and transactional leadership are positively related to organizational commitment. Organizational commitment is positively related to job performance. Meanwhile, neither transformational leadership nor internal control has relationship to organizational commitment.

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