組織承諾在過去五十年被廣泛地探討，探討其前因後果者亦不計其數。然而人格特質與組織承諾的關聯卻是在近年才得到充分驗證，是故至今學界對此一關聯的機制仍所知甚少。本研究以工作投入作為中介變項，試對此研究缺口提出貢獻。本研究以服務業從業人員為對象，透過問卷調查法進行，總計回收315份有效樣本。本研究以結構方程模式檢驗六項中介架構的假設，其中五項假設得到支持：工作投入分別於外向性與情感性承諾、規範性承諾的完全中介；亦為親和性承諾與組織承諾三項構面的完全中介。此一結果闡明在服務業中，外向性與親和性特質突出的員工對組織的依附程度，極可能取決於他們看待工作的態度。

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