組織變革對於員工組織承諾的影響對組織而言有其重要性，且員工對組織之承諾在過去的研究上被發現對於許多重要的組織面因素具有正面的影響。然而根據Caldwell(2004)的文章提到變革對員工個人的影響才是導致員工反應的關鍵，可惜的是在探討有關員工個人層面變動之研究卻非常的少，故本研究的目的便是在於解答這個問題，以回答員工面對工作環境之變動時將會對其組織承諾產生何種影響。而本研究之研究樣本為台灣21 家已民營化的公股企業之員工，以了解個人工作環境變動對員工組織承諾之影響。
在考慮到其他個人與組織面之因素也可能會對員工面對變革時的態度產生影響後，本研究除了探討個人工作環境變動對員工組織承諾之影響，同時也將探討員工惰性與員工對組織績效評量系統之滿意度將如何的調節個人工作環境變動對員工組織承諾之影響。
歸納本研究之結果顯示，個人工作環境變動對員工之續留性承諾有負面影響，但對員工之情感性承諾卻具有正面之影響，可見得變革對於員工組織承諾之影響並非只是單一方向的。而當員工惰性高時，個人工作環境變動對於續留性承諾與情感性承諾皆具有負向之影響。相對的當員工對於組織績效評量之滿意度高的情況下，個人工作環境變動對員工續留性承諾之傷害將會降低。

How organizational change effected employee’s commitment to organization is an important outcome of organizational change. Prior research had found that organizational commitment was associated with important outcomes of employees, such as loyalty, task performances, and turnover. However Caldwell (2004) mentioned that most research of organizational change focused only on organizational level, but when trying to understand the relationship of organizational change and employees’ perception, the assessment of the extensiveness of change at more proximal level will be more important.
This study tries to collect data through questionnaire survey and the sample includes 21 privatized firms in Taiwan. The data allows this study to examine how individual job impact influence employee’s continuance commitment and affective commitment to his or her organization.
The result of this study is that individual job impact has negative effect on employees’ continuance commitment, but has positive effect on their affective commitment to organization. The result also indicates that when employees’ inertia is high, the individual job impact will reduce both employees’continuance and affective commitment. And when employees’performance appraisal satisfaction is high, the negative effect of individual job impact on employees’continuance commitment will be lessened.

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