本篇研究是以台灣之觀光服務產業員工為研究對象，從心靈層面的(內在滿意)與環境層面(外在滿意)以及社會評估層面(企業文化)、管理層面(組織認同)，來衡量勞工的工作滿意與企業價值認同，由此發展出觀光服務產業員工的工作滿意與企業價值之衡量構面與指標，依據上述內在滿意與外在滿意、企業文化與組織認同作為衡量指標，進而探討觀光服務產業員工的工作滿意與企業價值認同是否對於本身留任意願產生影響？並且納入情境因素－來自於員工的家庭壓力(例如經濟壓力、社會經濟地位、家庭成員觀感、家庭成員期待)，探討員工工作滿意與企業價值對於留任意願關係之變化。根據218份問卷調查結果，研究結果顯示：(1)外在滿意與內在滿意對於員工留任意願具有正向影響(2)企業價值認同與組織認同對於員工留任意願具有正向影響(3)員工的家庭壓力對於留任意願具有顯著負向影響(4)外在滿意度、內在滿意度與來自家庭的壓力交互關係，對於員工留任意願具有正向影響(5)企業文化認同、組織認同與來自家庭的壓力交互關係，對於員工留任意願具有正向影響。
By choosing the employees of tourism industry as research objects, mental structure (internal satisfaction), environmental structure (external satisfaction), social evaluation structure (enterprise cultures), and managerial structure (organizational identification) are adopted to assess the working satisfaction of labor and the identification of enterprise values, and then developing the structures and indicators of working satisfaction of employee and enterprise values in tourism industry. Basing on the structures and indicators, the study is to discuss whether the intention stay of employee would be affected by working satisfaction and enterprise cultures in tourism industry. Furthermore, including situational structure came from family pressures (economic pressure, social-economic status, awareness of family member, anticipation of family member) to discuss the variations of intention stay of employee affected by working satisfaction and enterprise cultures. Through 218 shares of questionnaires, the results are as follows: 1. The intention stay of employee is positive affected by external and internal satisfaction; 2. The intention stay of employee is positive affected by enterprise value and organizational identification; 3. The intention stay of employee is significantly negative affected by family pressures; 4. The intention stay of employee is positive affected by the interactive relationships between external and internal satisfaction and family pressures; 5. The intention stay of employee is positive affected by the interactive relationships between enterprise cultures and organizational identification and famil6 pressures.
