現今整體商業環境中，員工是企業最重要的資產，亦是最堅強的營
運後盾。欲提高對外競爭力，必須提升員工素養及向心力，並獲得員工
支持。因此，打造正向職場氛圍，激勵員工自發性投入於工作，並認同
公司組織文化，提升對於自身工作的滿意度，進而產生高績效，是現代
人力資源發展上的重要課題。
本研究旨在探討金融服務業之證券營業員的工作投入、組織認同與
工作滿意度之關聯，以提供未來在實務管理及發展上做為參考依據，並
能做為學術界深入研究之參考。本研究以具有官股背景之F 公司證券營
業員作為研究對象，透過立意抽樣，並採用敘述性統計、信度分析、相
關分析與多元迴歸分析進行資料分析，研究結果發現工作投入與組織認
同具有正向顯著關係；組織認同與工作滿意度具有正向顯著關係；工作
投入與工作滿意度具有正向顯著關係；組織認同在工作投入與工作滿意
度間具有部份中介效果。

In the business environment nowadays, employees are the most
important assets of enterprises, and the bases of operation as well. To enhance competitiveness, company must improve employees’ability, enhance their solidarity, and obtain their support. Therefore, in the modern human resource development field, it is an important issue to create a
positive atmosphere in the workplace so that employees will contribute to work spontaneously, identify with the organizational culture, enhance their job satisfaction, and finally generate high performance.
This study was designed to investigate the association of job involvement, organizational identification and job satisfaction of securities brokers in financial services industry. The reseascher take brokers of F Securities as
research objects then conduct purposive sampling and data analyze. The results show that job involvement and organizational identification are positive related; organization Identity and job satisfaction are positive related; job involvement and job satisfaction are positive related; organizational identification has intermediary effect between job involvement and job satisfaction.

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方瑗婷（2013）。人力資源措施、組織認同、情緒勞務、一線員工工作滿意度、知覺主管支持之研究：以餐飲業一線員工為研究對象（未出版碩士論文）。國立成功大學企業管理研究所，台南市。
江美惠（2012）。工作投入與工作滿足對工作績效的影響─以A券商中部地區業務員為例（未出版碩士論文）。逢甲大學經營管理學系在職專班，台中市。
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