在大環境的變遷中，台灣銀行業已從「量變」轉化到「質變」，並致力經營綜效的提昇；而缺乏經營綜效的金融機構退出市場，本來就是健全金融發展重要的途徑之一。在政府促進金融市場效率與健全經營中，台灣銀行業將須接受更嚴峻的挑戰與考驗，而銀行從業人員對於產業競爭本質的認知與對組織的忠誠度，也隨著個人價值系統在改變著。
本研究旨在探討本國銀行員工個人價值觀、人力資源管理實務、組織氣候與規範性能力對組織承諾的影響，為方便資料之取得，本研究採比例分層抽樣法，由願意提供訪查之25家銀行人員協助發放問卷，總計發出336份問卷，回收之有效樣本252份，有效問卷回收率87.2%。
對於理論架構與假設之驗證，本研究利用SPSS 12.0與AMOS 5.0軟體執行統計分析，以迴歸分析驗證個人價值觀、人力資源管理實務、組織氣候與規範性能力對組織承諾的影響，及其間之關聯性，並以線性結構模式佐證整體模式之配適度。實證結果，歸納下列結論：
一、個人價值觀、人力資源管理實務、組織氣候對規範性能力的自律能力、合作促進能力、社會能力均有顯著影響。
二、個人價值觀、人力資源管理實務、組織氣候對組織承諾的認同、忠誠、投入均有顯著影響。
三、個人價值觀、人力資源管理實務、組織氣候透過規範性能力對組織承諾亦均有顯著影響。

關鍵字：銀行業、個人價值觀、人力資源管理實務、組織氣候、規範性能力、組織承諾。

In the wake of the changing economic condition, Taiwan banking industry has undergone a transformation from quantity-oriented to quality-oriented nature and greatly improved its performance management. Along the way, the mechanism for poorly performed financial institutions to bow out of market has become one of the important elements for healthy financial development. Under the government’s efforts in enhancing the market efficiency and industrial healthiness, Taiwan banking industry will face severer challenges. As a result, the bank employees’ knowledge to the competition and loyalty towards the organization may change along with the Personal Value system.

This study is to evaluate the impact of Personal Values, Human Resource Management Practices, Organizational Climate and Normative Competence on Organizational Commitments for employees in domestic banks. We here adopt proportional stratified sampling method for data collection. Totally 336 questionnaires were sent to employees at 25 banks who are willing to assist this study and 252 effective samples were received in return with 87.2% effective rate.

To verify the framework and hypothesis of the theory, we use SPSS12.0 and AMO 5.0 software to analyze and use regression analysis to verify the impact and correlation of Personal Values, Human Resource Management Practices, Organizational Climate and Normative Competence on Organizational Commitments. Furthermore, liner structure relation model has been adapted to prove the goodness of fit of the model. Following conclusion have been working out after evaluation:

1. Personal Values, Human Resource Management Practices and Organizational Climate have significant impact on the abilities of self-discipline, cooperation and socialization in Normative Competence.
2. Personal Values, Human Resource Management Practices and Organizational Climate have significant impact on the identification, loyalty and engagement to the Organizational Commitments.
3. Personal Values, Human Resource Management Practices and Organizational Climate have significant impact on Organizational Commitments through Normative Competence.

Key words: Banking Industry, Personal Values, Human Resource Management Practices, Organizational Climate, Normative Competence and Organizational Commitments.

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