本研究旨在探討居家照顧服務員情緒勞務與組織承諾對留任意願之影響。隨著人口快速老化與長期照護需求上升，居服員普遍面臨人力短缺與工作壓力，但相關研究仍相對有限。因此，本研究關注情緒調節與組織支持是否有助於減輕工作壓力，進而提升其持續留任的意圖。 研究目的包括：分析不同人口特徵之居服員在情緒勞務與組織承諾構面上的差異情形，探討情緒勞務與留任意願、組織承諾與留任意願之間的關聯性，並進一步驗證組織承諾在其中是否具有中介效果。研究採橫斷式設計，以立意取樣方式選取台北市特約長照機構之居服員作為樣本，透過 Google表單實施問卷調查，共回收 365 份有效問卷，並以 SPSS 20.0 進行統計分析。 研究結果顯示，婚姻狀況與年資等背景變項對組織承諾具有顯著影響，而組織承諾與留任意願之間則呈現正向關係，為影響留任的重要因素。建議機構可依據居服員特性加強組織承諾的培育策略，特別針對已婚與年資較長者提供穩定支持與職涯發展機會，並透過理念溝通、工作肯定與制度強化，提高其價值認同與工作投入，以促進留任意願與人力穩定。 This study explores how emotional labor and organizational commitment affect the retention intention of home care workers. With population aging and rising care needs, these workers face staff shortages and stress. Given the limited research, this study examines whether emotional regulation and organizational support can reduce stress and boost retention. The study aims to identify differences in emotional labor and organizational commitment based on demographics, examine their relationships with retention intention, and test if organizational commitment mediates the link between emotional labor and retention. Using a cross-sectional design, 365 valid responses were collected via Google Forms from home care workers in Taipei and analyzed using SPSS 20.0. Results show that marital status and tenure significantly affect organizational commitment, which in turn positively relates to retention intention. Institutions should strengthen support and career development—especially for married and experienced workers—through communication, recognition, and system improvements to enhance commitment and workforce stability.
