近年來，台灣銀行業由於家數過多，外商銀行威脅以及資金運用效率低、導致缺乏競爭力，因此，銀行必須專注自身的核心價值，以更有效率的方式運用現有資源，達到降低成本並增加收益的雙重效果。因此，組織的經營者與人資工作者透過瞭解影響組織承諾之原因，針對這些項目進行管理和改善，進而達成有效提升員工之組織承諾。
本研究主要系在探討心理契約、樂觀性格、知覺組織支持與組織承諾之間的相關性，並以幸福感為中介變項，運用層級迴歸來分析幸福感在心理契約、樂觀性格、知覺組織支持與組織承諾之間的中介效果。本研究對象為F銀行之銷售金融商品行員，採用抽樣方式以網路問卷、E-mail、郵寄及委託人力發送問卷來進行實證資料的蒐集，總共回收了364份有效樣本。
研究結果發現：(1)心理契約對幸福感具有正向影響，(2)樂觀性格對幸福感具有正向影響，(3)知覺組織支持對幸福感具有正向影響，(4)心理契約對組織承諾具有正向影響，(5)樂觀性格對組織承諾具有正向影響，(6)知覺組織支持對組織承諾具有正向影響，(7)幸福感對組織承諾具有正向影響，(8)幸福感於心理契約與組織承諾間具部分中介效果，(9)幸福感於樂觀性格與組織承諾間具完全中介效果，(10)幸福感於知覺組織支持與組織承諾間具部分中介效果。則本研究之結果，能夠帶
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給企業經營者有不同的觀點以作為未來在人才管理與組織內部員工管理作為上有益的參考依據，更期望本研究結果也能帶給國內該產業之外的人員瞭解與參考。

In recent years, the banking industry in Taiwan has been lack of competitiveness due to the excessive number of banks, threats from foreign banks and the fund inefficiency. Banks should concentrate on their own core values and operate existing resources with more efficient ways, in order to lower costs and increase benefit. Therefore, managers and human resource personnel of an organization shall effectively enhance employees' organizational commitment by identifying the factors of organizational commitment and performing corresponding management and improvement approaches.
The study primarily investigates the correlations between organizational commitment and psychological contract, optimistic personality and perceived organizational support, by analyzing the mediating effect of the sense of happiness, the intervening variable, between organizational commitment and psychological contract, optimistic personality and perceived organizational support. The study included financial product salespersons of Bank F as subjects, adopted sampling methods including online questionnaires, e-mails, regular mails and physical
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questionnaires for empirical data collection, and recovered 364 valid samples.
The research result discovered that, (1) the psychological contract has a positive effect on the sense of happiness, (2) the optimistic personality has a positive effect on the sense of happiness, (3) the perceived organizational support has a positive effect on the sense of happiness, (4) the psychological contract has a positive effect on the organizational commitment, (5) the optimistic personality has a positive effect on the organizational commitment, (6) the perceived organizational support has a positive effect on the organizational commitment, (7) the sense of happiness has a positive effect on the organizational commitment, (8) the sense of happiness has a partial mediated effect between psychological contract and organizational commitment, (9) the sense of happiness has a complete effect between optimistic personality and organizational commitment, (10) the sense of happiness has a partial mediated effect between perceived organizational support and organizational commitment. The outcomes of the research are expected to provide beneficial references and different perspectives for future human resource management and staff management within the organizations for business operators. They are also expected to provide information and references for domestic researchers outside of the industry.

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