工作轉換是組織的一個重要問題。沒有員工的努力和承諾，組織就不可能成功。我有很多原因，為什麼我的員工離開我的組織或打算離開。本次調查的目的是為了更好地理解換工作的滿意度。從自我決定理論的角度來看，與工作相關的改進（如更好的薪酬、福利和加薪）有利於員工的外在動機。然而，雖然廣泛發現外在獎勵會影響員工的工作投入和績效，但外在激勵因素與員工對當前組織的承諾之間的關係尚不清楚。
自 2020 年 3 月以來的 COVID 19 大流行對包括法國和台灣在內的多個國家/地區產生了重大的經濟影響。由於大流行 COVID-19 造成的封鎖給員工和組織帶來了嚴重後果。了解這種壓力環境及其對員工行為的影響至關重要。另一方面，組織優勢可以讓員工覺得自己是公司的一員，激勵他們付出最大的努力。組織優勢應該激勵員工為實現公司目標而努力。然而，擁有高績效的同事會導致倦怠、壓力和精神痛苦，以及員工辭職的可能性。為了比較和分析員工對之前和實際工作的看法，我們在 2021 年 2 月至 2021 年 6 月期間進行了兩次調查，涉及他們之前和當前的工作情緒。我們在兩次調查之間等了三個月，以免混淆參與者。我們針對法國和台灣的公司和員工進行了調查，不可否認，這些地區的流行情況和文化差異是不同的。中介通過回歸分析進行測試。我們總共收集了 325 個經過驗證的樣本。數據採用SPSS和AMOS軟件進行分析。
本研究的主要發現如下：員工的薪酬和工作轉換滿意度對員工的承諾沒有直接影響。第二個發現是，Covid-19 中斷會影響工作和薪酬轉換滿意度與組織承諾之間的關係。根據第三個發現，我們可以推斷出組織優勢會影響工作轉換和薪酬轉換滿意度與組織承諾之間的關係。本文加深了對 Covid-19 大流行等外部壓力因素和組織優勢等內部刺激因素的理解，以及它們對薪酬和工作滿意度等激勵因素對組織承諾之間關係的影響。

Job switching is an important issue for organizations. Organizations cannot succeed without their workers' efforts and commitment. There are numerous reasons why an employee leaves the organization or has the intention to go away. The reason for this investigation is to acquire a better comprehension of job switching satisfaction. From the view of the self-determination theory, job-related improvement (such as better pay, benefits, and pay raises) is conductive to employees' extrinsic motivations. However, although extrinsic rewards have been extensively found to influence personnel's work engagement and performance, it is unclear about the relationship between the extrinsic motivators and employees' commitment to the current organization.
The COVID 19 pandemic since March 2020 has had a significant economic i impact on several countries, including France and Taiwan. The lockdown due to the pandemic COVID-19 generated severe consequences for employees and organizations. It's essential to understand this stressful environment and its impact on employee's behavior. On the other hand, organizational advantage can make employees feel like they belong to the company, motivating them to give their best efforts. Organizing advantage is supposed to motivate employees to work toward meeting the company's goals. However, having high-performing colleagues can lead to burnout, stress, and mental suffering, as well as the likelihood of employees quitting their jobs. To compare and analyze employees' perception of their previous and actual job, we conducted two surveys from February 2021 to June 2021, concerning their previous and current job sentiment. We waited three months between the two surveys to not confuse participants. We addressed the survey to companies and employees from France and Taiwan, where the pandemic situation is undeniably different as are cultural differences. Mediation was tested through regression analyses. We collected in total 325 validated samples. Data were analyzed with the SPSS and AMOS software.
The key findings of this study are the following: employees' pay and job switching satisfaction don't have a direct influence on employees' commitment. The second finding is that Covid-19 disruption influences the relation between job and pay switching satisfaction with organizational commitment. With the third finding, we can deduct that organizational advantage influence the relation between job switching and pay switching satisfaction with organizational commitment. This paper enhances understanding concerning external stressors like the Covid-19 pandemic and internal stimuli like organizational advantage and their influence on the relation between motivational factors like pay and job satisfaction on organizational commitment.

A’yuninnisa, R. N., & Saptoto, R. (2015). The effects of pay satisfaction and affective commitment on turnover intention. International Journal of Research Studies in Psychology, 4(2), 57-70.
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. SAGE Publications, Inc: sage.
Akgunduz, Y., & Eryilmaz, G. (2018). Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing? International Journal of Hospitality Management, 68(152), 41-49.
Albouy, V., & Legleye, S. (2020). Conditions de vie pendant le confinement : des écarts selon le niveau de vie et la catégorie socioprofessionnelle. INSEE Focus, N°197(152).
Artz, B., & Kaya, I. (2014). The impact of job security on job satisfaction in economic contractions versus expansions. Applied Economics, 46(24), 2873-2890.
Atriadus. (2020). Country Report Taiwan 2020. Atradius, 21(42).
Berjot, S., & Gillet, N. (2011). Stress and coping with Discrimination and Stigmatization. Frontiers in psychology, 2(0), 33-34.
Bernard, H. R. (2011). Cognitive anthropology i: Analyzing cultural domains. HR Bernard et al., Research methods in anthropology. Qualitative and Quantitative Approaches, 0(1), 346-385.
Brammer, S., Millington, A., & Rayton, B. (2007). The contribution of Corporate Social Responsibility to Organizational Commitment. The International Journal of Human Resource Management, 18(10), 1701-1719.
Christensen, K., & Fahey, L. (1984). Building distinctive competences into competitive advantage. Strategic Planning Management, 2(1), 113-123.
Cœuré, B. (2021). Comité de suivi et d’évaluation des mesures de soutien financier aux entreprises confrontées à l’épidémie de covid-19. Inspection Générale des Finances, 0(0), 4-6.
Cohen, J. (1983). The cost of dichotomization. Applied Psychological Measurement, 7(3), 249-253.
Dauvin, M., Ducoudré, B., Heyer, É., Madec, P., Plane, M., Sampognaro, R., & Timbeau, X. (2020). Évaluation au 11 décembre 2020 de l'impact économique de la pandémie de COVID-19 en France et perspectives pour 2021. OFCE Policy, 78(81).
Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4(12), 19-43.
Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150.
Fiske, A. P., Kitayama, S., Markus, H. R., & Nisbett, R. E. (1998). The Cultural Matrix of Social Psychology. The Handbook of Social Psychology 36(1), 915–981.
Forbes, J. B., & Smith, J. E. (2007). The potential of Erin Brockovich to introduce organizational behavior topics. Organization Management Journal, 4(3), 207-218.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics: Sage Publications Sage CA: Los Angeles, CA.
Fouad, N. A. (2020). Editor in chief's introduction to essays on the impact of COVID-19 on work and workers. Journal of Vocational Behavior, 119(0), 103441.
Gagné, M., Forest, J., Gilbert, M.-H., Aubé, C., Morin, E., & Malorni, A. (2010). The motivation at work scale: Validation evidence in two languages. Educational and Psychological Measurement, 70(4), 628-646.
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 489-521.
Gerhart, B., Rynes, S. L., & Rynes, S. (2003). Compensation: Theory, evidence, and strategic implications: Sage Publications, Inc.
Ghebreyesus, T. A. (2020). WHO Director-General's opening remarks at the media briefing on COVID-19 - 11 March 2020. World Health Organization, 81(14).
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 74(52), 885-898.
Hatum, A., & Pettigrew, A. M. (2006). Determinants of organizational flexibility: a study in an emerging economy. British Journal of Management, 17(2), 115-137.
Heneman III, H. G., & Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology, 20(1), 129-141.
Hirschfeld, R. R. (2000). Does revising the intrinsic and extrinsic subscales of the Minnesota Satisfaction Questionnaire short form make a difference? Educational and Psychological Measurement, 60(2), 255-270.
Hofstede, G. (1984). The cultural relativity of the quality of life concept. Academy of Management Review, 9(3), 389-398.
Houghton, J. D., & Jinkerson, D. L. (2007). Constructive thought strategies and job satisfaction: A preliminary examination. Journal of Business and Psychology, 22(1), 45-53.
Kanfer, R., Chen, G., & Pritchard, R. D. (2008). Work motivation: Past, present and future (Vol. 24): Routledge Taylor and Francis Group.
Katsikea, E., Theodosiou, M., Perdikis, N., & Kehagias, J. (2011). The effects of organizational structure and job characteristics on export sales managers’ job satisfaction and organizational commitment. Journal of World Business, 46(2), 221-233.
Lee, S. H., & Jeong, D. Y. (2017). Job insecurity and turnover intention: Organizational commitment as mediator. Social Behavior and Personality: An International Journal, 45(4), 529-536.
Lepper, M. R., Corpus, J. H., & Iyengar, S. S. (2005). Intrinsic and extrinsic motivational orientations in the classroom: Age differences and academic correlates. Journal of Educational Psychology, 97(2), 184.
Lin, W., Shao, Y., Li, G., Guo, Y., & Zhan, X. (2021). The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices. Journal of Applied Psychology, 106(3), 317-319.
Liu, D., Chen, Y., & Li, N. (2021). Tackling the negative impact of COVID-19 on work engagement and taking charge: A multi-study investigation of frontline health workers. Journal of Applied Psychology, 0(0), 4-7.
Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 23(6), 695-706.
Malhotra, N., Budhwar, P., & Prowse, P. (2007). Linking rewards to commitment: an empirical investigation of four UK call centres. The International Journal of Human Resource Management, 18(12), 2095-2128.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Morgeson, F. P., Mitchell, T. R., & Liu, D. (2015). Event system theory: An event-oriented approach to the organizational sciences. Academy of Management Review, 40(4), 515-537.
Nawab, S., & Bhatti, K. K. (2011). Influence of employee compensation on organizational commitment and job satisfaction: A case study of educational sector of Pakistan. International Journal of Business and Social Science, 2(8), 34-39.
Newman, A., & Sheikh, A. Z. (2012). Organizational rewards and employee commitment: a Chinese study. Journal of Managerial Psychology, 0(0), 12-17.
Restubog, S. L. D., Ocampo, A. C. G., & Wang, L. (2020a). Taking control amidst the chaos: Emotion regulation during the COVID-19 pandemic (Vol. 119). Elsevier.
Restubog, S. L. D., Ocampo, A. C. G., & Wang, L. (2020b). Taking control amidst the chaos: Emotion regulation during the COVID-19 pandemic (Vol. 119). Elsevier.
Robbins, S., & Judge, T. (2007). Organizational Behavior. Twelve Edition: Pearson.
Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness: The Guilford Press.
Safari, A., Adelpanah, A., Soleimani, R., Aqagoli, P. H., Eidizadeh, R., & Salehzadeh, R. (2020). The effect of psychological empowerment on job burnout and competitive advantage: The mediating role of organizational commitment and creativity. Management Research: Journal of the Iberoamerican Academy of Management, 0(0), 12.
Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human relations, 56(10), 1213-1232.
Shropshire, J., & Kadlec, C. (2012). I’m leaving the IT field: The impact of stress, job insecurity, and burnout on IT professionals. International Journal of Information and Communication Technology Research, 2(1), 10-15.
Singelis, T. M., Triandis, H. C., Bhawuk, D. P., & Gelfand, M. J. (1995). Horizontal and vertical dimensions of individualism and collectivism: A theoretical and measurement refinement. Cross-Cultural Research, 29(3), 240-275.
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relations Industrielles/Industrial Relations, 65(3), 470-490.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences (Vol. 3): SAGE Publications, Inc.
Spector, P. E., Cooper, C. L., Sanchez, J. I., O'Driscoll, M., Sparks, K., Bernin, P., . . . Lu, L. (2001). Do national levels of individualism and internal locus of control relate to well‐being: An ecological level international study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 22(8), 815-832.
Tekleab, A. G., Bartol, K. M., & Liu, W. (2005). Is it pay levels or pay raises that matter to fairness and turnover? Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(8), 899-921.
Tremblay, M. A., Blanchard, C. M., Taylor, S., Pelletier, L. G., & Villeneuve, M. (2010). Work Extrinsic and Intrinsic Motivation Scale: Its value for organizational psychology research. Canadian Journal of Behavioural Science, 41(4), 213-226.
Van Vuuren, M., de Jong, M. D., & Seydel, E. R. (2007). Direct and indirect effects of supervisor communication on organizational commitment. Corporate Communications: An International Journal, 0(0), 0.
Vandenberghe, C., & Tremblay, M. (2008). The role of pay satisfaction and organizational commitment in turnover intentions: A two-sample study. Journal of Business and psychology, 22(3), 275-286.
Vansteenkiste, M., Sierens, E., Soenens, B., Luyckx, K., & Lens, W. (2009). Motivational profiles from a self-determination perspective: the quality of motivation matters. Journal of Educational Psychology, 101(3), 671.
You, S., & Conner, K. R. (2009). Stressful life events and depressive symptoms: influences of gender, event severity, and depression history. The Journal of Nervous and Mental Disease, 197(11), 34-39.