由於現代資訊發達、就業管道豐富，使得人才流動相較於以往更為容易與頻繁。企業為能在有限資源下留住好人才以降低不斷重新招募的人事成本，常藉由組織社會化戰術的實施，協助員工融入組織並增加其對組織的向心力。本研究旨在探討企業實施組織社會化戰術對於員工組織承諾的影響，並以個人與組織契合程度為中介變項，了解其在上述關係中的中介效果。
本研究對象以臺灣企業員工為樣本，採問卷調查法，除利用網路發放電子問卷外，且發送紙本問卷400份，電子與紙本回收有效問卷共347份，紙本有效回收率為62.5%；研究結果發現：(1)組織社會化戰術對個人組織契合有顯著正向影響；(2)個人組織契合對組織承諾有顯著正向影響；(3)組織社會化戰術對組織承諾有顯著正向影響；(4)個人組織契合對組織社會化戰術與組織承諾間具有中介效果。
最後，根據研究結果不僅提供實務界有關規劃組織社會化戰術的建議，也提供後續學者未來研究建議。

With the advanced technology and various employment channels, the flow of employees has become easier and more frequent than it has before. In order to keep the excellent employees with limited resources and decrease the cost of continuous recruitment, socialization tactics has often been used to help employees to blend into the organization and to increase employees’ centripetal force. This study aimed to explore the relationship between organizational socialization tactics and organizational commitment; additionally, the mediating effect of person-organization fit on the above-mentioned relationship was investigated.
The study adopted the method of survey. Employees in Taiwan enterprises were used as research samples. We released web-based questionnaires and 400 paper-based questionnaires, Totally 347 valid questionnaires were received. The valid return rate of paper-based questionnaires was approximately 62.5%. The empirical results were as follows:
1.Organizational socialization tactics had a significantly positive influence on Person-Organizational Fit.
2.Person-organizational fit had a significantly positive influence on organizational commitment.
3.Organizational socialization tactics had a significantly positive influence on organizational commitment.
4.Person-organization fit had mediating effect on the relationship between organizational Socialization tactics and organizational commitment.
Based on the empirical findings, some suggestions were presented not only for the practitioners to plan the socialization tactics for the organization but also for scholars doing future studies.

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