論文摘要 本研究之主要目的在於探討景觀從業人員之工作特性認知、組織承諾、專業承諾、離職傾向與創業傾向間之關係；另外並分析此關係是否因個人屬性及組織特性之不同而有所差異。本研究以目前任職於景觀行業之景觀設計人員與景觀規劃人員為對象，透過郵寄問卷方式，總計發出問卷264份，回收有效問卷167份。問卷統計分析發現：1.一般景觀從業人員之工作特認知良好，組織承諾與專業承諾尚可，離職傾向及創業傾向偏低。2.年資較高、公司規模較小等之員工，其工作特性認知較高。3.年齡較長、職位較高、公司規模較小、工作特性認知較高、專業承諾較高等之員工，其組織承諾較高。4.學歷較高、從業年資較長、工作特認知較高、組織承諾較高等之員工，其專業承諾較高。5.年齡較輕、工作特認知較低、組織承諾與專業承諾較低等之員工，其離職傾向較高。6.男性、工作特性認知較高、專業承諾較高等之員工，其創業傾向較高。 Abstract The purpose of this study is to discuss the relationships between job characteristic, organizational commitment, professional commitment and working behavior intention of landscape professionals. We also analyze that if personal attributes and organizational characteristic will affect the above-mentioned relationships. Hypotheses were generated and examined for a sample of design and planning professionals who are working in the landscape industry. By mailing method, 263 questionnaires were administered, with 167 effective responses. The findings indicated that: 1. Landscape professionals have high job characteristic cognition, normal organizational and professional commitment and low turnover and innovate intention. 2. Professionals who have more working experience and smaller corporation scale are tent to have higher job characteristic cognition.3. professionals who have older age, higher position, smaller corporation scale, higher job characteristic and higher professional commitment are tent to have higher organizational commitment. 4. Professionals who have higher education, more landscape working experience, higher job characteristic cognition and higher organizational commitment are tent to have higher professional commitment. 5. Professionals who have younger age, lower job characteristic, lower organizational commitment and lower professional commitment are tent to have higher turnover intention. 6. Male professionals who have higher job characteristic and higher professional commitment are tent to have higher innovate intention.
