在組織變革環境下(例如公營事業之民營化過程中),員工之組織承諾往往受到破壞,如何維持員工之組織承諾已成為許多轉型或變革中組織時常需要面對的課題。本研究之主要目的在以工作特性模式為基礎,整合工作特性變動、心理賦權、以及組織承諾等相關理論,提出研究架構來詮釋組織如何在變革環境下,透過工作特性變動與心理賦權來提升並強化員工組織承諾的過程。此外本研究也探討員工不同之內外控傾向對主要變項間關係的干擾效果。 本研究以台灣南部地區進行民營化中的三家公營事業員工作為研究對象,以問卷調查方式收集資料,共收回有效問卷213份。本研究實證之結果指出,在組織變革環境中,員工之工作特性變動有助於提升員工對組織之承諾,工作特性變動亦會透過員工之心理賦權,間接影響員工之組織承諾。此外本研究結果顯示,外控傾向之員工,其工作特性變動對組織承諾之影響顯著高於內控傾向之員工。本文最後提出研究結果之學術與管理實務之貢獻及未來研究建議。
In a changing environment, employee commitment to any organization is easily disrupted. The major purpose of this research is to establish a framework that explains how to use work characteristics change and psychological empowerment to strengthen employee commitment to an organization under changing conditions. A questionnaire survey of 213 employees at three of Taiwan's state-owned enterprises under privatization or reorganization was conducted. The hypotheses test results support the significant influence of work characteristics change has on employee organizational commitment. Psychological empowerment plays as an intermediating role between work characteristics change and organizational commitment. The results also show that work characteristics change perceived by employees that have external locus of control has a more significant positive impact on organizational commitment. The academy and management contribution and implications of this study are explained and some suggestions for future research are recommended.