本研究的目的在：

1.探討Lodahl and Kejner (1965)編訂之工作投入量表內所含的因素構面及其含義。

2.探討影響研究人員工作投入的因素。

本研究的依變項為「工作投入」，自變項則包含了成就動機、工作價值、內-外控特質、組織氣候和人口統計變項。

本研究的資料來自六家企業的211位研究人員，使用統計方式如下述。

1.使用因素分析取得Lodahl and Kejner工作投入量表內所含的因素構面。

2.使用單因子變異數分析和pearson相關分析及 t 值顯著性的檢定，以分析各變項在解釋工作投入的重要性。

3.使用逐步廻歸分析了解本研究所有變項與工作投入的關係，並了解各變項在解釋工作投入的重要性。

4.使用雙因子變異數分析以了解內-外控特質和組織氣候的交互作用對工作投入的影響。

本研究獲得的結果如下：

1. Lodahl and Kejner 工作投入量表中包含兩個較重要的因素構面，一個是「工作投入」；另一個是「認同工作重要性」。

2.人口統計變項中與「工作投入」有關的變項為「企業別」、「職位」、「工作年資」、「每月薪酬」、「年齡」等五項，與「認同工作重要性」有關的變項為「婚姻」、「職位」、「職位年資」等三項。

3.人格特質變項中與「工作投入」達顯著的相關有工作價值的「內在價值」、「組織-人的倫理」、「向上努力」、「傳統倫理」、「工作的社會地位」五個構面；成就動機的「精熟」、「工作導向」、「競爭」、組織氣候的九個構面和內-外控特質。與「認同工作重要性」達顯著的相關有工作價值的「內在價值」、「組織-人的倫理」等兩個構面，成就動機的「精熟」、「工作導向」、「不在意他人」三個構面，組織氣候的九個構面和內-外控特質。

4.從逐步廻歸分析的結果顯示出進入「工作投入」廻歸方程式的有十個變項，共解釋了51%的變異量。進入的十個變項為成就動機的「工作導向」、「競爭」、「精熟」三個構面、組織氣候的「認同」、「支持」、「風險」構面、人口統計變項的「每月薪酬」、「學歷」、「企業別」、工作價值的「向上努力」構面。進入「認同工作重要性」廻歸方程式的變項有七個，共解釋了36％的變異量。進入的七個變項分別為內-外控特質、工作價值的「內在價值」、「組織-人的倫理」、組織氣候的「責任」和「支持」兩個構面、成就動機的「不在意他人」構面、人口統計變項的「每月薪酬」構面。

5.二因子變異數分析的結果顯示：「工作投入」和「認同工作重要性」不受內-外控特質和組織氣候交互作用所影響。

6.由以上的結果顯示出；「工作投入」是可以由組織的激勵措施而增強而「認同工作重要性」比較上是屬於個人對工作的內在價值導向，較不受組織環境所影響。

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