在現代商業環境快速變遷且競爭激烈，組織變革是為維護競爭優勢及推動發展的必要策略。數位轉型和人工智慧的興起給全球產業帶來新機遇和挑戰，對組織產生深遠影響。組織變革的成功與員工對變革的反應密切相關。組織變革抗拒是影響員工參與變革重要因素，過高的抗拒可能影響組織變革順利進行。同時，組織承諾在變革中扮演關鍵角色，影響員工參與度和對組織的認同。職業適應力在變革中也至關重要，影響員工對變革的態度。
本研究旨在探討組織變革抗拒、職業適應力、員工幸福感對組織承諾的影響，以及職業適應力和員工幸福感對組織變革抗拒與組織承諾之間的調節作用。透過線上問卷調查臺灣各產業在職員工，研究共分三階段進行，總共回收263份有效問卷。分析結果顯示，組織變革抗拒與組織承諾呈負相關，職業適應力與組織承諾不相關、職業適應力與員工幸福感呈正相關；職業適應力對組織變革抗拒和組織承諾之間具有調節作用，員工幸福感對組織變革抗拒和組織承諾之間不具調節作用。根據研究結果提出
實務管理建議與未來研究方向。

In today's rapidly changing and highly competitive business environment, organizational change is a vital strategy for maintaining competitive advantage and driving development. The emergence of digital transformation and the rise of artificial intelligence have brought new opportunities and challenges to industries globally, profoundly impacting organizations. The success of organizational change is closely linked to employees' responses to change. Resistance to organizational change is a pivotal factor influencing employee participation in change, and excessive resistance may hinder the smooth progress of organizational change. Additionally, organizational commitment plays a crucial role in change processes, affecting employee engagement and organizational identification. Career adaptability is also essential during change, shaping employees' attitudes towards it.
This study aims to investigate the impacts of resistance to organizational change, career adaptability, and employee well-being on organizational commitment, as well as the moderating effects of career adaptability and employee well-being on the relationship between resistance to organizational change and organizational commitment. Conducted through an online survey targeting employees in various industries in Taiwan, the research was conducted in three phases, yielding a total of 263 valid responses. The analysis revealed a negative correlation between resistance to organizational change and organizational commitment, no significant correlation between career adaptability and organizational commitment, a positive correlation between career adaptability and employee well-being. Career adaptability was found to moderate the relationship between resistance to organizational change and organizational commitment, while employee well-being did not exhibit moderation effects in this relationship. Practical management implications and future research directions were proposed based on the study findings.

論文審定書…….……………….………………………………..…………...i
中文摘要…….……………….………………………………..…………..... ii
英文摘要…….……………………….…….……….…………………….......iii
第一章 緒論….……………………….………….….………………..….......1
第一節 研究背景與動機.……….………….……….………………........1
第二節 研究目的與研究問題….….……….……………………….… ...4
第二章 文獻探討………………….……..……….………………….…........5
第一節 組織變革的相關理論……..……….……….………………...….5
第二節 組織承諾……..……….……….…………………...…………….10
第三節 職業適應力……..……….………………….………..……..…....12
第四節 員工幸福感……..……….………………….………….…...…....14
第三章 研究設計與方法.……….…………………..……………….....….. 17
第一節 研究架構與假說.……….………………….…….….…......…....17
第二節 研究對象與施測流程……..……….…………………….….......22
第三節 研究變項及衡量方法……..……….………………………........24
第四節 統計分析與方法………..……….………….……………...…....32
第四章 研究結果………………………..……….………….…………...….34
第一節 描述性統計分析…………..……….………….…………..….…34
第二節 調節效果分析…..……….………….………………….……...…51
第五章 研究結論……………………….………..……….…………........…56
第一節 研究結論與管理意涵……..………..……….………………......56
第二節 管理實務與政策建議……..……….………….…………...…....61
第三節 研究限制與未來研究方向……..……….……………………....63
參考文獻……..……………....……….………….………………………......65
調查問卷……………………………...……….………………………..........73

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