本研究延續Chen、Ng、Chang、Chen與Chen（2020）的研究結果，蒐集474份全職員工的樣本，確認此使命感量表有優良的收斂效度之外，而且對於生命意義、生活滿意度、工作滿意度、情感性組織承諾、離職傾向、利社會動機及員工綠色行為都有顯著的遞增效度及解釋力，另也解釋使命感如何透過不同路徑影響個人行為或態度。此研究使用階層迴歸分析的方式還有條件式的間接效果模型進行分析，來驗證生命意義可以中介個人使命感（Individual）與生活滿意度間的正向關係；情感性組織承諾會中介組織使命感（Local）與離職傾向間的負向關係；利社會動機會中介四海為家使命感（Cosmopolitan）與員工綠色行為間的正向關係。除此之外，在研究中，另外也證實了勤勉謹慎性人格特質會調解四海為家使命感（Cosmopolitan）透過利社會動機，進而對員工綠色行為造成影響的中介效果。在本文的結尾，另外也針對本研究的最終結果，給出管理意涵對管理實務上有一定的幫助。

This study builds upon the findings of Chen, Ng, Chang, Chen, and Chen (2020) and collects a sample of 474 full-time employees. It confirms the good convergent validity of the sense of calling scale and demonstrates its significant incremental validity and explanatory power in relation to life meaning, job satisfaction, affective organizational commitment, turnover intention, life satisfaction, prosocial motivation and employee green behavior. Furthermore, it elucidates how calling influences individual behaviors or attitudes through different pathways.
Through hierarchical regression analysis and conditional indirect effect analysis, this research finds that life meaning mediates the relationship between individual calling and life satisfaction. Affective organizational commitment mediates the relationship between local calling and turnover intention. Prosocial motivation mediates the relationship between cosmopolitan calling and employee green behavior. Additionally, this study confirms that the conscientiousness personality trait moderates the relationship between cosmopolitan calling and employee green behavior through prosocial motivation. Finally, with regard to the research results, this study presents managerial implications.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 1
第二章 文獻探討 4
第一節 工作使命感 4
第二節 個人使命感（Individual）和生活滿意度 6
第三節 生命意義的中介效果 7
第四節 組織使命感（Local）與離職傾向 8
第五節 情感性組織承諾的中介效果 9
第六節 四海為家使命感（Cosmopolitan）與員工綠色行為 10
第七節 利社會動機的中介效果 11
第八節 勤勉謹慎性的干擾效果 13
第三章 研究方法 15
第一節 研究樣本與程序 15
第二節 測量工具 15
第四章 研究結果 19
第一節 探索性因素分析（EFA） 19
第二節 驗證性因素分析（CFA） 22
第三節 收斂效度和區別效度 24
第四節 校標關聯效度 24
第五節 遞增效度 26
第六節 研究假設的驗證 32
第五章 討論與建議 41
第一節 實務意涵 41
第二節 研究限制與未來研究建議 41
參考文獻 44
附錄一 50
附錄二 工作使命感量表 60

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