本研究旨在探討電信員工工作壓力與工作倦怠對組織承諾的影響，並從中瞭解電信員工的知覺組織支持是否會在工作壓力與工作倦怠對組織承諾的影響過程中產生調節效果。本研究以A電信公司台南分公司的員工為研究對象，採問卷調查法，並以「工作壓力量表」、「工作倦怠量表」、「知覺組織支持量表」以及「組織承諾量表」作為研究工具。透過便利取樣最後共得到198名有效樣本。所得資料經描述統計以及階層迴歸法進行分析處理，並歸納出以下結論：
（一）電信公司員工的挑戰型工作壓力會負向影響組織承諾。
（二）電信公司員工的阻礙型工作壓力會負向影響組織承諾。
（三）電信公司員工的工作倦怠會負向影響組織承諾。
（四）電信公司員工的知覺組織支持會負向調節挑戰型工作壓力對組織承諾的
影響，當知覺組織支持愈高，挑戰型工作壓力對組織承諾的負向影響會
被弱化。
（五）電信公司員工的知覺組織支持會負向調節阻礙型工作壓力對組織承諾的
影響，當知覺組織支持愈高，阻礙型工作壓力對組織承諾的負向影響會
被弱化。
（六）電信公司員工的知覺組織支持會負向調節工作倦怠對組織承諾的影響，
當知覺組織支持愈高，工作倦怠對組織承諾的負向影響會被弱化。

The main purposes of this study were to examine the effects of work stress and job burnout on the organizational commitment from the corporate staffs. Meanwhile, this study were to explore the moderating effect of perceived organizational support on the effects of work stress and job burnout on the organizational commitment. This study employed “Questionnaire of Employee Work Stress”, “Questionnaire of Employee Job Burnout”, “Questionnaire of Employee Perceived Organizational Support” and “Questionnaire of Organizational Commitment” for data collection. As a result of sampling, there were 182 valid samples for this study. The collected data were analyzed by Descriptive Statistics, Pearson product-moment correlation coefficient and multiple hierarchical regression analysis. The conclusions of the study were as follows: (1)There was a negative effect on the organizational commitment by the employee’ challenge work stress. (2)There was a negative effect on the organizational commitment by the employee's hindrance work stress. (3)There was a negative effect on the organizational commitment by the employee job burnout. (4)There was a moderating effect from employee perceived organizational support on the effects of challenge work stress on the organizational commitment. (5)There was a moderating effect from employee perceived organizational support on the effects of hindrance work stress on the organizational commitment. (6)There was a moderating effect from employee perceived organizational support on the effects of job burnout on the organizational commitment.

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