| The Exploration on the Commitment Made by Knowledge Workers Abstract This research was aimed to explore the work attitude in the perspective of knowledge workers. Based on the findings from scientific lectures, previous research articles placed emphasis on the correlation among organizational culture, organizational commitment and job satisfaction. However, in the dimension of professional commitment, there was little emphasis, especially lower focusing effort on knowledge workers. Thus, the job satisfaction of knowledge workers still showed significant correlation to organizational commitment. In addition, it was involved with a problem whether the additional consideration of professional commitment would cause influence on the job satisfaction of knowledge workers and furthermore, the probabilities of resignation or job satisfaction would subsequently reduced. The convenient sampling was adopted for this research. There were totally 350 questionnaires delivered with 303 replies received. 237 replies were valid, rated at 68﹪valid receipt. From this research, it was found clear organizational culture helpful for employees to receive job satisfaction from working environment. Secondly, in view of job satisfaction, it could be found the organizational commitment of employees was increased. Finally, in the dimensions of both organizational commitment and professional commitment, as Tam, Marek and Frenkel（2002）mentioned in their research, they showed the mutual correlation. Also, the stronger organizational commitment would naturally cause the stronger professional commitment. 1. Foreword With the coming of knowledge era, knowledge has become the most important basis for competition. In Drucker's book titled “Post Capitalist Society”, her used mention that in a new society, the production factors with actually dominant resource and absolutely determinant is knowledge rather than capital, land and labor. Thus, when people are entering the knowledge-dense society, the jobs required for operational effort are dramatically reduced with increasingly more professional job vacancies arising instead. The major workers in the said knowledge-dense industries are namely the knowledge workers. (Drucker, 1997) In addition, Drucker (2000) also clearly indicated that till 2005, knowledge workers would become the largest population among the labors. Thus, how to attract, inspire and keep knowledge workers to stay, together with the way to enhance their job productivity, have become the critical ways for business organizations to create and maintain their own competition advantages. (Drucker, 1999) However, in view of the high technological industries in Taiwan, it exists in the prevailing phenomenon that the key consideration for high technological talents to stay or leave their jobs is based on salaries, stocks and bonus. This situation also causes business owners lots of troubles. As Drucker (2002) mentioned in his book titled “MANAGING IN THE NEXT SOCIETY”, till now, no business organizations, institutions and governmental agencies can find an available way to manage the said knowledge workers. They just cater to knowledge workers by spending money. Thus, it is unavailable to use the ways with greedy heart satisfied to manage these knowledge workers. Only by satisfying their values, namely allowing knowledge workers with society recognition and power, the effective management can be thus achieved.
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