本研究主要探討組織衝突類型與衝突管理方式對工作滿意度的影響，並加入自我效能與工作壓力為調節變項，欲探究其關聯性。研究對象為單一半導體封測公司之行政人員，利用問卷調查，共計發放240份問卷，回收221份問卷，扣除無效問卷，有效樣本數為205份問卷，有效樣本回收率85.4%。

研究結果顯示，衝突類型對員工工作滿意度有顯著影響，組織內任務衝突的程度越高時，員工的工作滿意度會越高。當組織中存在適度任務衝突時，能使組織成員在討論的過程之中，更了解彼此的想法，有助於提高員工工作滿意度。衝突管理方式對員工工作滿意度有顯著影響，採用整合型衝突管理方式，能找到雙方都能接受的方案，使員工的內外在工作滿意度均會提高。採用支配型與讓步型衝突管理方式，在員工的外在工作滿意度亦有顯著正向影響。

自我效能的能力知覺愈高，能弱化任務衝突與關係衝突對外在工作滿意度的負面影響。自我效能的信心程度愈高，會弱化關係衝突對外在工作滿意度的負面影響。決策參與壓力愈高，會強化關係衝突對外在工作滿意度的負面影響。

The objective of this research is to investigate the relationship between organizational conflict and conflict management on job satisfaction with self-efficacy and work stress as the moderator by administration staff in one OSAT company. A cross-sectional study
design was conducted by questionnaire. There are total 240 samples were sent out, 205 effective samples, and the rate of response is 85.4%. Using descriptive statistics analysis, factor analysis, reliability and validity analysis, one-way anova, correlation analysis, simple linear regression and hierarchical regression analysis, the results were found as followed：

1. The type of organizational conflict has a significant effect on job satisfaction.
2. The moderate task conflict has a significant positive effect on job satisfaction.
3. The style of organizational management has a significant effect on job satisfaction.
4. The integtated conflict management type has a significant positive effect on job satisfaction.
5. Self-efficacy has a moderating effect between organizational conflict type and job satisfaction.
6. Work pressure has a moderating effect between organizational conflict type and job satisfaction.

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