組織成員的變革認知、工作滿意度、領導風格與離職傾向之關聯性研究－以中山科學研究院轉型行政法人為例

The Relationships among Individuals' Cognition ofOrganizational Change, Job Satisfaction, Leadership Style and Turnover Intention-The Case of Reorganizing of CSIST to Be Administrative Incorporation

劉自強(Z-John Liu) ； 盧文民(Wen-Min Lu) ； 張麗嬌(Li-Chiao Chang)

《北商學報》 21期 (2012/01) Pp. 21-47

https://doi.org/10.29871/JNTCB.201201.0002

摘要

國防部軍備局中山科學研究是一個跨多領域之國防科技研發機構，為了兼顧國防科技與民生經濟發展、提升營運績效，中科院即將轉型成為行政法人；值此組織變革之際，本研究以組織行為理論為基礎，探討員工的組織變革認知、工作滿意度、領導風格及離職傾向間之關係。研究資料以問卷調查方式蒐集，並以中科院員工為抽樣對象。研究結果得知，組織變革認知中之「變革效益認知」及「個人權益認知」兩要素，分別與工作滿意度呈現顯著正相關、與離職傾向呈現顯著負相關，表示不論是否選擇留下繼續服務，皆對於此次變革和工作環境有正面評價；另外，主管若採行「德行領導」，員工的工作滿意度會提高、離職傾向亦會降低。

關鍵字

組織變革認知 ； 工作滿意度 ； 領導風格 ； 離職傾向

並列摘要

To value both national defense science and technology and livelihood economic development, and to promote operational performance, The Chung-Shan Institute of Science and Technology (CSIST), an interdisciplinary institute in national defense science and technology, is about to be transformed into an administrative incorporation. On the occasion of organizational change, this research is based on the theory of organizational behavior to explore the relationships among individuals' cognition of organizational change, job satisfaction, leadership style, and turnover intention. Data of this research are acquired from questionnaires made by sampling employees of CSIST.The empirical results show that cognition of change effectiveness and cognition of individual rights, the two factors in cognition of organizational change, respectively indicate a significantly positive correlation with job satisfaction and a significantly negative correlation with turnover intention. It is found whether to keep service has positive evaluation for organizational change and work environment. Moreover, chief's adopting virtuous leadership may increase employees' job satisfaction and lower their turnover intention.

並列關鍵字

Cognition of organization change ； Job satisfaction ； Leadership style ； Turnover intention