本研究建立在目前台灣電力公司面對電業自由化的環境衝擊及人力資源短缺的困境下，探討台電公司快速工作輪調制度所能帶來的效益對組織承諾的影響，或在不同主管的領導風格的情境下，員工願意為組織付出的程度，另外本研究將內、外控人格特質的個人傾向作為調節變數，藉此探究員工對公司承諾程度的深淺及交互作用，另外本研究亦將內、外控人格特質以年資深淺或擔任主管與否再進行細分，交互探討細分後其內、外控人格特質在工作輪調效益或知覺主管支持的情境下，其對組織承諾產生的影響進行比較，並希望藉由前述的結果來作為後續制度訂定方向的參考。本研究以問卷調查方式，蒐集公司內各事業單位具有輪調經驗的年輕世代員工意見，共收回124份有效問卷（回收率89.2%），研究結果顯示，工作輪調的效益及主管的關懷支持確實能夠增加員工組織承諾，但加入對年資細分後的內、外控傾向人格特質作為調節變數後，發現僅有年資深的內控特質員工能藉由強化工作輪調效益來增強對組織承諾的正向關係；年資淺的外控特質員工則會削弱工作輪調效益對組織承諾的影響；除此之外，本研究的統計結果亦顯示知覺主管支持對組織承諾則較無顯著調節效果。

This study is based on electricity liberalization environment and the dilemma of human resource shortage Taiwan Power Company is facing and explores the benefits brought by rapid job rotation system and the impact on organizational commitment, or the extent to which employees are willing to contribute to the organization in the context of leadership styles. In addition, this study adds in personality traits of internal and external locus of control as moderator variables to explore the interaction of employees' commitment to the company.
This research uses a questionnaire survey to collect the opinions of junior employees with rotation experience in various business units in the company, and a total of 124 valid questionnaires are collected. The results show that the benefits of job rotation and the support of supervisors can indeed increase the organizational commitment of employees, but after adding the internal or external control personality traits in the seniority subdivision as a moderating variable, it is found that only senior employees with internal control characteristics can enhance their positive organizational commitment by strengthening the effectiveness of job rotation, junior employees with external control personality traits as a moderating variable will weaken the effect of job rotation benefit and organizational commitment. In addition, the statistical results of this study also show that perceived supervisor support has no significant moderating effect on organizational commitment.

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