近年來，如何找到合適人才、留住人才，使人才願意擔任管理職並全心投入於工 作，成為各企業在人力資源方面努力的重點，因此加強員工的組織承諾及管理抱負儼 然成為一個重要的管理議題。本研究旨在探討組織支持與前瞻型人格對於組織承諾與 管理抱負之關係，以及此二者與敬業精神之關係。本研究透過線上問卷進行調查，對 各行業之全職員工進行資料蒐集，共收回 287 份有效問卷，並進行資料分析與研究假 設之驗證。研究結果顯示：(1)組織支持與組織承諾間具有正向關係；(2)組織支持與管 理抱負間具有正向關係；(3)前瞻型人格與組織承諾間具有正向關係；(4)前瞻型人格與 管理抱負間具有正向關係；(5)組織承諾與敬業精神間具有正向關係；(6)管理抱負與敬 業精神間具有正向關係。基於上述研究結果，本研究假設均成立，並依研究結果提出 管理意涵以及未來研究之相關建議。 關鍵詞：組織支持、前瞻型人格、組織承諾、管理抱負、敬業精神;Title: A Study on Perceived Organizational Support, Proactive Personality, Organizational Commitment, Managerial Aspirations and Job Engagement Finding, retaining, and encouraging talents to take on managerial positions as well as cultivating employees’ job engagement have been pressing issues for managers and companies in recent years. This research aims to investigate the relationships among perceived organizational support, proactive personality, organizational commitment, managerial aspirations, and job engagement. Data were collected from 287 full-time employees through the distribution of online questionnaires. It is found that both perceived organizational support and proactive personality are positively related to employees’ organizational commitment and managerial aspirations. Employees’ organizational commitment as well as managerial aspirations are positively related to their job engagement. Drawn on these findings, managerial implications and suggestions for future research are thus discussed. Keywords: perceived organizational support, proactive personality, organizational commitment, managerial aspirations, job engagement
