領導部屬交換關係(Leader-member exchange, LMX)在過去的許多研究文獻中會去探討為何領導力對於工作各方面的重要性，而本研究認為人與人之間的相處必須要再加上團體成員交換關係(Team-member exchange, TMX)，對於工作投入有更完整的影響。本研究將分別以LMX和TMX透過內在動機與工作承諾之差異對於工作投入的影響，然後加入外部報酬的因素更進一步探討，在華人社會中「報酬」(Payment)概念對於在員工對於工作上的努力程度是有很大的。
本研究以隨機方式針對各行各業之員工進行抽樣調查，最終的目的是希望可以了解分別以LMX和TMX會不會對於透過內在動機與工作承諾之差異對於工作投入之影響，甚至希望透過外部報酬之干擾變數了解員工對於工作投入是否有正向之影響。
本研究依參考相關學者之觀念，提出構面之設計型定義各構面的衡量問項，最後結合SPSS和AMOS等統計軟體使用，運用相關分析將結果呈現。而研究結果歸納如下:
1. 領導-成員交換關係只對工作承諾有正向影響。
2. 團體-成員交換關係對內在動機和工作承諾有正向影響。
3. 內在動機與與工作承諾都對工作投入有正向影響。
4. 外部報酬並不能干擾內在動機和工作承諾對工作投入的影響。

In the past studies, there have been discussing a lot of Leader-member exchange (LMX) and Team-member exchange (TMX) from the importance of leadership in the job. Based on LMX and TMX, this study.will focus on how staffs’ relationshipment in the organization affect staff's job involvement. This study takes the factor of “External payment” into account. Many studies only took either LMX or TMX to issue how it is.affecting the organization. It’s more important to take both to considering, due to the fast changing working environment and the improvement of employees’ consciousness. In Chinese society, payment may be a good reason for staff to work hard on his work.
In this study, a random-sampling survey is used.to understand whether both LMX and TMX affect thestaff's job involvement, and it also aims toinvestigate whether “External payment” has a positive influence. Finally, this study uses statistical software, SPSS as analyticaltools. According to the findings, the following conclusions can be made: LMX only affects thestaff's job commitment,and TMX affectsboth thestaff's job commitment and intrinsic motivation, and.both job commitmentand intrinsic motivationhave a positive influence in job involvement.

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82.劉宗愷(2012)，「領導風格、領導成員交換關係、團隊成員交換關係與
工作滿意度之研究─以領導與成員之私人關係為干擾變數」，國立成功大
學管理學院高階管理碩士在職專班碩士論文。
83.劉顯達(2012)，「關係交換品質對知識分享之影響－計畫行為理論點」
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84.郭乃文(2012)，工作動機、工作投入、及激勵因素對工作滿意度之影
響-以中國上海市台商產業與台灣產業為例，國立成功大學管理學院
高階管理碩士在職專班，碩士論文。
85.施智婷&林鉦棽，主管關係、心理契約滿足與組織公民行為：資源配置與
社會資本觀點，國立屏東商業技術學院企管系 國立屏東科技大學企業管
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