組織變革不確定感與員工工作態度關係之研究－以組織溝通和員工信任為中介變數

Employee Uncertainty towards Organizational Change and Employee Working Attitude: The Mediating Effects of Organizational Communication and Employee Trust

余明助(Ming-Chu Yu)

《人力資源管理學報》 6卷2期 (2006/06) Pp. 89-110

https://doi.org/10.6147/JHRM.2006.0602.05

摘要

本研究的目的在探討組織變革時所產生不確定感、組織溝通、信任與工作態度之間的關係。有效問卷260份來自變革後的中華電信公司員工。透過因素分析、信度分析及運用線性結構模式(LISREL)來驗證各研究構念的影響關係。結果發現組織變革不確定感對組織溝通、信任有顯著的負向影響。再者，組織變革不確定感、信任分別對工作態度有顯著的正向影響，但組織溝通對員工工作態度不顯著。組織變革認知會透過組織溝通和員工信任的中介作用，正向顯著影響員工的工作態度。故本研究建議企業在推動變革時，應舉辦個人小型說明會多與員工溝通，強化員工的信任感，以提高員工對組織的認同、工作投入和工作滿意。

關鍵字

組織變革 ； 不確定感 ； 組織溝通 ； 信任 ； 員工工作態度

並列摘要

The purpose of this study is to explore the relationship among the employee uncertainty towards organizational changes, organizational communication, employee trust, and employee working attitudes. Two hundred and sixty effective surveys were received by employees of Chunghwa Telecom Company, which was undergoing change. The data was analyzed by factor analysis, reliability analysis, using the LISREL model to measure the relationship amongst the constructs. Results showed that the employee uncertainty towards organizational change has a negative influence on employee trust and organizational communication. Employee uncertainty towards organizational change and employee trust has a positive influence on employee working attitude. However, organizational communication is not a significant influence on employee working attitude. The mediating effects of employee trust and organizational communication towards the understanding of organizational change can positively influence employee working attitude. As a result it is suggested that informational seminars be instituted within the organization in order to communicate with and consolidate employee trust, and to improve the employee organizational identification, job involvement, and job satisfication.

並列關鍵字

Organizational change ； Perceived uncertainty ； Organizational communication ； Trust ； Employee work attitude

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