每一位員工在工作價值觀上都會有所差異，而這些差異是否會對組織承諾產生偏好，進而影響工作績效就顯得重要，所以了解員工的工作的價值觀，使員工能夠從職場中體驗到充實感，進而願意給予組織承諾和提升員工的工作績效，就成為本研究主要研究動機。因此，本研究主要以電子產業為例，其目的是瞭解員工的工作價值觀、組織承諾與工作績效之現況，並且探討電子業員工的人口特性分別與組織承諾、工作價值觀與工作績效之差異情形，在進一步分析電子業員工組織承諾、工作價值觀對工作績效的影響性。 本研究以華碩、宏碁、緯創、廣達、仁寶、富士康等筆電代工廠的員工為問卷調查對象，並採問調查法，共發放178份問卷，回收178份問卷，176份(98.88%)有效問卷，並利用次數分配、平均數、迴歸分析、ANOVA、獨立樣本t檢定進行分析，以做為結論的依據，研究發現如下： 一、 工作價值觀方面，不同學歷、服務年資、任職部門的員工均達顯著差異 二、 組織承諾方面，任職不同部門的員工達顯著差異 三、 工作績效方面，不同背景的員工均未達顯著差異 四、 員工工作價值觀對組織承諾達正向顯著的影響 五、 員工工作價值觀對工作績效達正向顯著的影響 六、 組織承諾對工作績效達正向顯著的影響;There would be differences between employees in working values, which also could affect organizational commitment and influence on working performance then. To realize the working values of employee thus is important. The research motivation is how a company is willing to give organizational commitment to improve working performance through the fulfilment of working values of employee. The research purposes hence are to understand the conditions of employee of electronic industry in working values, organizational commitment, and working performance. Then discuss how demographic characters of employee affect to the situations of working values, organizational commitment, and working performance. Furthermore, to tell how working performances are affected by working values and organizational commitment. Questionnaire survey is adopted to examine the employees from laptop OEM such as Asus, Acer, Wistron, Quanta, Compal Electronics, and Foxconn. Within overall 178 shares of delivered questionnaire, there are 176 shares of effective questionnaire, and the effective returned questionnaire ratios are 98.88%. The results are as follows: 1. There are significant differences between education, service years, service departments in working values. 2. There are significant differences between service departments in organizational commitment. 3. There is no significant difference between backgrounds of employee in working performance. 4. Organizational commitment is significantly positive affected by working values. 5. Working performance is significantly positive affected by working values. 6. Working performance is significantly positive affected by organizational commitment.
