在 COVID-19 疫情在全球爆發的情況下。不只給給人們的生活帶來了一定的影響，也直接影響了全球經濟。在疫情不斷轉變的情況下，使全球各種企業的商業模式也跟著轉變。從辦公工作模式轉為在居家工作模式，為了應對防疫政策也確保員工的健康。對於亞洲國家來說，例如是台灣，居家辦公的形式還是很新的。在新的工作模式下企業管理者如何減少環境影響以及維持工作績效以及提升員工的工作滿意度是企業管理者近幾年很被重視的問題。本研究探討和討論了組織結構以及組織文化對工作滿意度通過組織承諾、工作投入以及工作壓力等因素影響員工的工作滿意度。
本研究通過發問卷的方式共收集 498 份問卷回覆，刪除無效問卷 89 份後，最終得到 409 份有效問卷，回覆率達到 82%。運用 SPSS Statistics 22.0 及 Smart PLS(V .3.3.3)統計軟體進行分析。研究結果 發現組織文化會正向影響工作滿意度、組織承諾以及工作投入，同時組織文化會負面影響工作壓力。組織承諾及工作投入也會正向影響工作滿意度。在間接效果的部分組織文化透過工作投入及組織承諾間接對 工作滿意度正向影響。

In the context that the COVID-19 epidemic is taking place on a global scale, it has had certain effects on people's lives as well as directly affected the global economy. In relation to the epidemic, to ensure the health of employees, as well as the health of the community, large and small enterprises, have all switched from direct work to a work-from- home model. For Asian countries, the example is Taiwan, where the form of working from home is still relatively new, with conditions that can be changed in the new working conditions being one of the challenges for employees as well as for business managers. In recent years, there has been a lot of discussion on how to not impair work performance while maintaining company management. The shift in the working environment will have an impact on workers' work performance as well as job satisfaction, while also requiring them to adapt to a new type of work that is regarded as relatively fresh. Employees will face more or fewer difficulties and may also experience pressure when working. Therefore, managers, as well as organizations, conduct many surveys to find out how to improve employee job satisfaction through specific factors such as organizational structure and organizational culture. In this study, organizational commitment, work stress, and work commitment are used to examine and debate the direct impacts of organizational structure and organizational culture on employee job satisfaction.
In this study, 498 questionnaire responses in total were gathered through the distribution of questionnaires. After 89 invalid questionnaires were deleted. In the end, 409 valid surveys with an 82% response rate were collected. For the analysis, SPSS Statistics 22.0 and Smart PLS (V.3.3.3) statistical software were used. Research has shown that organizational culture has a positive effect on job satisfaction, organizational commitment, and work engagement while having a negative effect on work stress. Organizational commitment and employee participation also have a positive effect on job satisfaction. Organizational culture indirectly improves work satisfaction through job engagement and organizational commitment.

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