組織變革動能成因及對變革成效之影響研究

Research on Antecedents and Consequences of Readiness-for-Change

余坤東(Kung-Don Ye)

《管理評論》 21卷4期 (2002/10) Pp. 77-100

https://doi.org/10.6656/MR.2002.21.4.CHI.77

摘要

本研究旨在探討組織變革中，組織變革動能的成因，以及驗證變革動能與變革成效的關聯。研究首先針對影響變革動能的因素進行文獻整理，並且推論人力資源管理系統以及變革推動策略，會影響變革動能。而且，人力資源管理系統以及變革推動策略彼此也會有交互作用，對變革成效的形成，發揮更進一步的影響。研究以ISO系列認證推動廠商為標的，而驗證的結果顯示，上述各變項的關聯性，大致上都存在，而變革動能對於品質改進、獲得認證時間長短等變革成效，亦都有顯著的影響力。

關鍵字

組織變革動能 ； 變革策略 ； 人力資源管理系統

並列摘要

This study explores the antecedents and consequences of readiness-for-change. From reviewing related papers, we proposed that human resources management system and change strategy would be associated with readiness-for-change. Besides, the human resources management system would moderate the relationship between change strategy and readiness-for-change, while and change strategy would also moderate the relationship between human resources management and readiness-for-change. Through sampling and questionnaire survey, data of companies who have conducted ISO certification program were collected and analyzed. The data supports most of our hypothesis about antecedents of readiness-for-change and the moderating effects of human resources management system on the relationship between change strategy and readiness-for-change. Also the association between quality improvement and readiness-for-change and association between certification time span and readiness-for-change were verified.

並列關鍵字

readiness-for-change ； change strategy ； human resources management system

參考文獻

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