税务部门一直是社会大众关注的焦点，主要负责税收征管工作，以实现社会人民公共利益。税务部门的人员作为部门的基础构成要素，在部门工作和发展中发挥关键性作用。随着机构改革的不断推进，劳务派遣人员在税务部门中都是正式编制人员的重要补充力量，协助执法人员开展各项工作。由于劳务派遣人员身份的特殊性，这一特殊群体在社会上广受关注，目前国内针对这一特殊群体的理论研究更多是围绕法律地位、职权划分、待遇保障等领域展开，对其组织承诺的研究较少，而这一特殊群体的组织承诺极有可能影响其对税务部门的归属感和对工作的责任心，不容忽视。

基于上述原因，本研究以A市为例，尝试从税务部门劳务派遣人员的人际和谐、工作压力和组织公平角度，采用定量的研究方法，对税务部门劳务派遣人员组织承诺影响机制进行研究，重点调研税务部门劳务派遣人员组织承诺现状，分析其人际和谐度、工作压力和组织公平对组织承诺的影响，并结合分析结果提出如何进一步提升税务部门劳务派遣人员组织承诺。展开来讲，本研究首先对组织承诺的国内外相关研究成果进行梳理和总结，并结合税务部门工作实际，从组织管理心理学理论角度去深入调研A市税务部门劳务派遣人员组织承诺的总体水平，提出影响税务部门劳务派遣人员组织承诺各变量之间的关系假设并构建相应的模型。然后，本研究通过发放并回收问卷，对问卷数据进行分析检验，从而得出下列结论：一是A市税务系统劳务派遣人员组织承诺总体处于中等偏上水平，提升空间较大；二是劳务派遣人员人际和谐与组织承诺呈显著正向相关关系；三是劳务派遣人员人际和谐与工作压力呈显著负向相关关系；四是劳务派遣人员工作压力与组织承诺呈显著负向相关关系；五是劳务派遣人员工作压力在人际和谐与组织承诺之间起部分中介作用；六是组织公平在劳务派遣人员人际和谐与组织承诺之间起调节作用。

综上所述，本研究从加强组织和谐文化建设、加强组织内部沟通以及加强组织公平制度建设等三个方面提出了提升税务部门劳务派遣人员组织承诺的路径和对策。

The tax department has always been the focus of public attention, mainly responsible for the management of social and public affairs, in order to realize the public interests of the social people. As the basic component of the department, the personnel of the tax department play a key role in the work and development of the department. With the continuous advancement of institutional reform, labor dispatch personnel are an important supplementary force for the official staffing in the tax, police, customs and other public departments, and assist law enforcement personnel to carry out various work. Due to the particularity of labor dispatch personnel identity, the special group in society, the current domestic for the special group theory research is more around the legal status, authority division, treatment, its commitment less research, and the special group of commitment is likely to affect the sense of belonging to the tax department and the sense of responsibility, should not be ignored.

Based on the above reasons, this study in A city tax department, for example, try from the tax department labor dispatch personnel interpersonal harmony, work pressure and organization fairness, using quantitative research method, the tax department labor dispatch personnel organization commitment influence mechanism, key research tax department labor dispatch personnel organization commitment, analyze the interpersonal harmony, work pressure and fair impact on organization commitment, and combined with the analysis results of how to further improve the tax department labor dispatch personnel organization commitment. This research, the commitment of the domestic and foreign related research achievements and summary, and combining the tax department work reality, from the perspective of organization management psychology theory to in-depth research A city tax department labor dispatch personnel organization commitment, put forward the tax department labor dispatch personnel organization commitment to the relationship between the variable hypothesis and build the corresponding model.then, In this study, by issuing and recycling the questionnaires, Analysis analysis of the questionnaire data, Thus, the following conclusions are drawn: first, the A city tax system labor dispatch personnel organization commitment is generally above the average level, Large space for improvement; Second, the interpersonal harmony of the labor dispatch personnel and the organizational commitment have a significant positive correlation; Third, the interpersonal harmony and work pressure have a significant negative relationship; Fourth, the work pressure of labor dispatch personnel and the organization commitment have a significant negative relationship; Fifth, the work pressure of labor dispatch personnel plays a partial intermediary role between interpersonal harmony and organizational commitment; Sixth, organizational fairness plays a regulatory role between the interpersonal harmony of labor dispatch personnel and organizational commitment.

To sum up, this study puts forward the path and countermeasures to enhance the organizational commitment of tax department labor dispatch personnel from three aspects: strengthening the construction of organizational harmonious culture, strengthening internal communication and strengthening the construction of organizational fair system.