本文的目的旨在從權變研究途徑來探討組織成員的個人特性、組織的內部環境與組織承諾、工作滿足感間的關係。本研究受試者以四家工廠的員工大約1200人為對象，分別涵蓋了各年齡層或生涯階段、教育程度及職位層級。測量工具包括了 ( 1 ) 組織內部環境量表 ( 2 ) 組織承諾量表 ( 3 ) 工作說明量表 ( 4 )個人背景資料四部分。 本研究的結論可以分成兩部分來說明：第一，就生涯階段、教育程度、職位層級與環境知覺的關係而言，生涯階段、教育程度及職位層級與環境知覺均具有顯著的關係。就生涯階段而言，隨著生涯階段的提高，員工個人對生存環境、關係環境及成長環境的知覺分數亦提高了。就教育程度而言，除了關係環境之外，大專學歷員工對生存環境及成長環境的知覺分數均較高中或高中以下學歷者為高。就職位層級而言，高層員工對生存環境、關係環境及成長環境的知覺分數亦較中級或基層員工為高。 第二，就環境知覺與組織承諾、工作滿足的關係而言，可以發現生存環境、關係環境及成長環境的知覺與組織承諾、工作滿足感均具有顯著的關係，而不太受員工個人的背景與生涯階段的影響。 最後，本文亦討論了本研究在生涯管理上的含義。

The purpose of this research is to investigate the relationships among personal characteristics of members in the organization, internal environment of organization, organizational commitment, and job satisfaction from the view of contingency approach. There are around 1200 subjects from four factories in this survey, including different age or career stage, education and occupational hierarchy. The questionnaire contains four parts. They are organization's internal environment scale, organizational commitment scale, job descriptive index, and demographical data respectively. The results will be divided into two parts. First, with regard to the career stages, education, and occupational hierarchy, they all have significant correlations with internal environmental perceptions. Second, with regard to the relationships among environmental perception, job satisfaction and organizational commitment, existence, relatedness, and growth environments all have significant correlations with organizational commitment and job satisfaction as well but they do not seem to be affected by the personal background and career stages of employers. Finally, the implications of this study in career management were discussed.

權變研究途徑; 生涯階段; 環境知覺; 組織承諾; 工作滿意

contingency approach; career stage; environmental perceptions; organizational commitment; job satisfaction