Due to the rapid growth of nonprofit organizations and their contribution to the community, it is important to conduct a further study of employees who are the key component of these organizations. This study explores factors related to employee commitment in nonprofit organizations (job characteristic, job satisfaction, role fit, extrinsic rewards, job stress and turnover intention). In this study, the researcher intends to provide a theoretical framework of factors related to employee commitment in nonprofit organizations. A questionnaire was the data-collection method for the research. A quantitative research approach was adopted, and linear regression and correlation variable analysis method were used to process and examine the effect of the variables mentioned.
The questionnaires were distributed in a period of about six weeks from April 12th until May 30th, 2008. 105 samples were collected from social service organizations and 60 samples were collected from ICDF. In total, 165 samples were received and 162 samples could be used. The data comes from 10 nonprofit organizations in Taiwan. Those 10 nonprofit organizations are categorized into 2 types of organizations: Social service organizations and Taiwan ICDF.
In terms of relative contribution, the researcher found that job characteristic, role fit, extrinsic rewards and turnover intention directly influence employee commitment in a nonprofit organization. Through this study, the leaders of nonprofit organizations can broaden their knowledge about what factors impact employees the most. Such findings are useful for an organization to improve the commitment of its employees who constitute a key part of the organization.

Due to the rapid growth of nonprofit organizations and their contribution to the community, it is important to conduct a further study of employees who are the key component of these organizations. This study explores factors related to employee commitment in nonprofit organizations (job characteristic, job satisfaction, role fit, extrinsic rewards, job stress and turnover intention). In this study, the researcher intends to provide a theoretical framework of factors related to employee commitment in nonprofit organizations. A questionnaire was the data-collection method for the research. A quantitative research approach was adopted, and linear regression and correlation variable analysis method were used to process and examine the effect of the variables mentioned.
The questionnaires were distributed in a period of about six weeks from April 12th until May 30th, 2008. 105 samples were collected from social service organizations and 60 samples were collected from ICDF. In total, 165 samples were received and 162 samples could be used. The data comes from 10 nonprofit organizations in Taiwan. Those 10 nonprofit organizations are categorized into 2 types of organizations: Social service organizations and Taiwan ICDF.
In terms of relative contribution, the researcher found that job characteristic, role fit, extrinsic rewards and turnover intention directly influence employee commitment in a nonprofit organization. Through this study, the leaders of nonprofit organizations can broaden their knowledge about what factors impact employees the most. Such findings are useful for an organization to improve the commitment of its employees who constitute a key part of the organization.

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