組織氣候是研究中常見的課題，是組織內成員在互動後所產生的對這個組織制度面的感受，而它來自於成員日常工作所經歷的，並且進一步影響成員的動機與行為。本研究希望探討台灣半導體產業之L公司員工知覺於理性目標型組織氣候的感受後，如何影響員工敬業度的展現，另外也將人格特質及知覺主管支持設為調節變項，藉此探討對組織層級(組織氣候)、部門層級(部門主管支持)及個人層級(員工人格特質與員工敬業度)間的相互關係及彼此的相關性。本研究透過問卷調查的方式，蒐集來自L公司員工共113份有效問卷，分析結果支持部分假設，員工知覺於理性目標型組織氣候對員工敬業度有正向顯著的關係；加入人格特質及知覺主管支持之調節變項時，僅高知覺主管支持在員工知覺於理性目標型組織氣候與員工敬業度之間的關係具有顯著的正向調節效果；然而，本研究發現，當員工為高學歷且具備經驗開放性的人格特質時，知覺於理性目標型組織氣候將與員工敬業度之間呈現負向調節項果。

Organizational climate is a common topic in research. It is the feelings of the members after interaction in the organization, and it comes from the members' daily work experience, and further affects the members' motivation and behavior. We hope to explore the relationship between employee perception of the rational goal model organizational climate and employee engagement in the employees of L company in Taiwan's semiconductor industry. And further explore the relationship and correlation between organizational level (Organizational Climate), department level (Perceived Supervisor Support) and individual level (Personality Traits and Employee engagement). Results are based on the sample of 113 L company’s employees, the analysis results support some of the hypotheses. First, employee perception of rational goal model organizational climate is positive related to employee engagement. Second, when the moderators of personality traits and perceived supervisor support are added, only high-perceived supervisor support has a significant positive moderating effect on the relationship between employee perception of rational goal model organizational climate and employee engagement. However, our study found that when employees were highly educated and possessed the personality trait of openness to experience, employee perception of rational goal model organizational climate would have a negative moderating effect on employee engagement.

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