隨著網際網路與各種行動裝置的蓬勃普及，資料的產生數量與訊息樣貌、擴散力皆有驚人的發展。著名市調機構Gartner預估未來4年全球伴隨著海量資料(Big Data)趨勢而產生的資訊人員需求將高達440萬人。由此推論，企業未來對於資訊人員工作滿意度、組織承諾應有更多的重視，近十年資訊環境變遷、台灣產業變化使資訊人才在企業佔有重要的角色，本人身為資訊工程師也正在工作中尋求定位，面臨資訊環境變化更要提升自我。本研究旨在探討資訊人員特徵對工作滿意度與組織承諾關係之相關影響，以封閉系統工程師與開放系統工程師為研究對象。本研究採用 SPSS 18.0 for Windows統計套裝軟體進行分析，研究者以獨立T檢定、單因子變數分析、迴歸分析進行分析，設定「特徵」、「工作滿意度」、「組織承諾」的假設模型。
從分析的結果了解資訊人員年齡、工作年資是考量的重點，隨著年齡增長工作滿意度會逐漸降低，組織承諾則是26~30歲、41~45歲對於工作的價值會有所質疑，26~35歲對於工作的付出比較低，31~35歲、41~45歲比較有離職的傾向，隨著工作年資增加，5~10年對於工作滿意度最高，20年以上對於目前工作相關事務滿意最低，組織承諾則是10~20年對於有這份工作價值最高，由分析結果讓企業能夠重視資訊人員，也給剛踏入職場的資訊人員參考。
With the internet booming and the popularity of various mobile devices, the number of messages generated, faces of data and diffusion capacity have surprising development. Market research firm Gartner predicts that the big data trend will bring 4.4 million tech jobs globally in the next four years. Therefore, company should put more attention on the job satisfaction and the organizational commitment of the information technology personnel in the future. IT environment changes in the past decay. Taiwan industrial evolution makes IT personnel plays very important role in the enterprise. IT engineers are looking for improvement of themselves from the current position. This study aims to explore the tech job satisfaction and organizational commitment related effects. The questionnaires are collected from the open system engineers as well as the mainframe systems engineers. We use SPSS 19.0 for Windows software package for analysis. Researchers internal consistency, confirmatory factor analysis test scale reliability and validity, and set the "mainframe system engineer", "open systems engineer", "job satisfaction", and "organizational commitment" hypothetical model. From the results of the analysis to understand the two systems engineer job satisfaction and organizational commitment affect. Thus obtain differences between the two systems engineers so that they can use it as a reference for their career orientation. We also hope to remind the business to focus on cultivating information engineers, rather than reimbursing looking for ready-engineer. Corporate culture cohesion by centripetal force, so that enterprises can be more united.
