(1)員工價值主張構面中的公司所提供的工作內容、工作與生活品質，能促進員工情感性組織承諾。 (2)員工價值主張構面中的公司整體特性、薪資與福利、工作保障與個人成長，與員工情感性組織承諾無顯著關聯性。 (3)組織認同對於公司所提供的工作內容與員工情感性組織承諾有完全中介效果；其次，組織認同對於工作與生活品質及員工情感性組織承諾有部分中介效果。 ;Facing the environmental uncertainties, enterprises realized that only human capital could improve their competitive advantage. In order to maintain high retention rate of potential employee in the organization, a variety of human resource activities that focus on “Employee” which aim to create deep organizational commitment, identity, endeavor, and eventually reached the company goal. Many researches from the past measured the employee value by their effort to the company, only a few by their intrinsic motivation. The employer made the employee feel like a production tool which ended up with low degree of commitment and unwilling to promise. Therefore, this study aims to analyze the correlation of Employment Value Proposition and Affective Commitment. While adding the Organizational Identification as a mediator to examine the influence of employee Affective Commitment. This study was conducted by employees who work at the northern Taiwan. 500 questionnaires were conducted, 341 valid samples were collected exclude 17 invalid. The research conclusions are as follows :
(1)Employee Value Proposition on the job characteristics, family and work balance have significant contribution to the Affective Commitment of organization employee. (2)Employee Value Proposition on the company organizational characteristics, compensation and benefit, job security and growth have no significant contribution to the Affective Commitment of organization employee. (3)Organizational Identification on the job characteristics and affective commitment have full mediator effect. While, Organizational Identification on the family work balance and Affective Commitment have only partial mediator effect.