本研究目的乃瞭解區域醫院的組織溝通與組織承諾的實際狀況及探討以個人背景與組織溝通為前因變項與價值承諾、留職承諾與努力承諾三項結果變項的關係。本研究對象為全省區域醫院的409位行政部門主管，以問卷調查法的方法蒐集資料。經實證結果如下：1.行政部門主管的溝通及組織承諾情況皆介於「有點滿意」與「滿意」之間，其中分別以「組織溝通關係」及「努力承諾」的情形最好。2.組織溝通各構面與組織承諾各構面皆有顯著性相關。3.男性與女性主管、不同教育背景及不同服務年資的主管在對「價值承諾」、「留職承諾」及「努力承諾」三構面上並無顯著性差異。然而在「努力承諾」構面的比較上，已婚主管較未婚主管的努力承諾為高。在「留職承諾」構面的比較上，私立醫院主管的「留職承諾」較公立醫院主管為高。在「價值承諾」構面的比較上，40-49歲的醫院主管較30-39歲及30歲以下的醫院主管的「價值承諾」為高。在「努力承諾」構面的比較上，30-39歲及30歲以下的醫院主管均較40-49歲的醫院主管的「努力承諾」為高。 The purpose of this study was to examine the present situation of organlzational communica-tion and organizational commltment of Taiwan regional hospitals and to explore the reiationship between antecedents variables (such as personal background and organization communication) and outcomes variables (such as value commitment, commit to stay and work commitment). Four hundred and nine managers of administrative departments constituted the sample. The findings are Is follows: 1. The current communication and commitment situation of hospital administrative managers are between "inclined to satisfy" and "astlsfied", the dimensions of "organizational commitment rela-tionship " and "work commitment" are the best situation separately. 2. Every dimension of communication is strongly significant with every dimension of commitment. 3. Gender, educaocational level and seniority aren't signlficant with any dimension of organization commitment. Married managers have higher "work commitment" than unmarried managers. Managers of Pribrlvate hospitals have higher "value commitment" than 30-39 and under 30-year-old ones; also, 30-39 and under 30-year-old managers have hlgher "work commltment" than 40-49-year-old ones.
