企業在知識經濟時代，擁有優秀的人才是獲取獨特競爭優勢的關鍵因素。但隨著國民所得的提升，高薪資往往不再是將員工留於企業的利器，發展性才是他們所關注的焦點，因此企業需透過生涯發展（career development）活動來滿足員工對於發展性的需求，提高其組織承諾程度以降低離職率。而由於資訊科技的進步，為企業的生涯發展帶來了新的模式，數位化教材的呈現與傳遞方式，讓員工能在任何時間及地點去進行專業知識與技能的吸收與學習；藉由與社群的頻繁互動，讓觀念得以釐清與強化，數位學習逐漸取代傳統實體教學，企業將可透過數位學習的方式來進行生涯發展活動。 本研究乃是一實證性研究，透過問卷調查方式，以立意抽樣去蒐集國內12家有推行數位學習且績效良好之企業為問卷發放對象，共獲得受訪者130份的有效問卷，並利用階層迴歸分析資料，以進一步瞭解： 1.企業施行生涯發展的狀況及對組織承諾之影響。 2.當企業利用數位學習作為生涯發展的工具時，員工所感受到的知覺價值，是否會對生涯發展與組織承諾間的關係造成影響。 經假設檢定結果發現： 1.生涯戰術對組織承諾有顯著正向影響。 2.生涯路徑設計與發展對組織承諾有顯著正向影響。 3.生涯發展與組織承諾之間無顯著的關係。 4.員工之數位學習知覺價值對個人生涯規劃與組織承諾間的干擾效果並不顯著。 5.員工之數位學習知覺價值對組織生涯管理與組織承諾間的干擾效果並不顯著。 Outstanding employees owned by a company is a key factor to obtain a competitive advantage in the knowledge-based economy. However, since national income rises, high pay is usually not the most important consideration for these employees who retain a company, and they pay more attention to their development. Accordingly, the companies need to satisfy the demand for the development through career development to enhance employees’ commitment to organization and then decrease the turnover rate. As information technology advances, a new model is brought for the career development in the companies. Digital teaching materials may help the employees to learn and absorb professional knowledge and skills at any time and anywhere. The concepts could be clarified and enhanced through the frequent interaction between the employees and the community. Since the traditional physical teaching is replaced with the digital learning, the companies can support the employees’ career development through the digital learning. This research adapted the purposive sampling to collect the data from twelve companies that have carried out the digital learning and have shown good performance, and 130 available questionnaires were obtained from the respondents. The hierarchical regression is utilized to analyze the data in order to understand following questions: 1. How about the status and the influence of organizational commitment when the companies carry out the career development. 2. Whether employees’ perceived value to the digital learning which the companies take it as a tool for career development influences the relationship between career development and organizational commitment. The main results after testing the hypotheses are: 1. The career tactics have positive effects on the organizational commitment. 2. The career path design and development activities have positive effects on the organizational commitment. 3. The career development activities have no significant positive effect on the organizational commitment. 4. The employees’ perceived value to the e-learning failed to moderate the relationship between the career plan activities and the organizational commitment. 5. The employee’s perceived value to the e-learning failed to moderate the relationship between the career management activities and the organizational commitment.
