組織變革對工作滿意、組織承諾、組織績效影響之研究－以桃園機場公司為例

隨著國際化競爭機制的考驗下，機場民營化逐漸受到關注，多數行政體制經營事業已經不再具有昔日之優勢，為增加桃園國際機場經營之自主性，以提高與鄰國主要競爭力，因此，桃園航空站將進行國營公司化變革，期盼透過公司化集中管理，來改善組織績效。桃園航空站為國內第一個改制公司化營運的機場，本研究藉由蒐集文獻提出「組織變革」、「工作滿意」、「組織承諾」與「組織績效」四構面的研究架構，並以桃園航空站內部406位員工為研究對象，於2010年8月進行第一階段全面性問卷普查。透過因素分析、結構方程式(SEM)，以驗證本研究所提出之六項假設。然桃園機場公司化已屆四年，為瞭解組織變革後員工心聲，並對結果進行歸納及驗證，於2014年12月進行第二階段專家深度訪談。研究結果顯示，公司化前最優先需要改善項目依序為薪資結構、福利措施、績效評估制度(考績)、組織結構、領導方式；而研究結果顯示，五項假設皆有顯著性正向影響，惟經由中介效果驗證「組織承諾」為「工作滿意」影響「組織績效」的完全中介效果，即桃園機場公司在公司化之前「組織績效」的提升，僅靠員工「工作滿意」之效果並不顯著，需透過員工共同承諾的向心力，才能發揮「工作滿意」對「組織績效」之影響；最後，透過專家深度訪談結果，得知「升遷制度」為「工作滿意」對「組織績效」之干擾變數，建議機場公司應建立公平與公開的升遷規章，方有助於組織績效之提升。最後，提出具體的實務與理論上的意涵以及後續研究之方向，供後續研究與機場管理單位做為參考。

關鍵字

組織變革；工作滿意；組織承諾；組織績效；結構方程式

並列摘要

Under the challenge of international competition mechanism, the airport privatization draws attention gradually, and most government-owned and operated businesses don't own the advantages as before. In order to increase the operation initiatives of Taoyuan International Airport, and improve the major competitiveness over the neighboring countries, Taoyuan International Airport will conduct reform of government-owned company, expecting to improve the organizational performance through the central management in the company. Taoyuan International Airport is the first corporatized airport in Taiwan. Through literature collection, the study proposes the study architecture composed of four dimensions of ＂organizational reform＂, ＂work satisfaction＂, ＂organizational commitment＂ and ＂organizational performance＂. With the 406 employees of Taoyuan Air Station as the study subjects, the study performed the comprehensive questionnaire survey of the first stage in August, 2010. The factor analysis and Structural Equation Modeling(SEM) are used to validate six hypotheses proposed in this study. However, it's been four years since Taoyuan Airport was corporatized. In order to learn the staff opinions after the organizational reform, summarize and validate the results, it conducted in-depth expert interview of the second stage in December, 2014. The study results show, the items that took the priority for improvement before corporatization was the salary structure, welfare measure, performance evaluation system(grading), organizational structure, and leadership. The results of hypotheses show, the five paths of H1, H2, H3, H4 and H5 show significantly positive influence, while H5: ＂work satisfaction＂ doesn't show significant influence on the ＂organizational performance＂. The mediating effect is validated based on above results. It indicates the organizational commitment has complete mediating effect between the work satisfaction and the organizational performance. That is, before corporatization, the improvement of organizational performance can't merely depend on the work satisfaction of the employees, which can only achieve insignificant effect. It requires the cohesion committed by the employees to give full play of the influence of work satisfaction on the organizational performance. Finally, according to the results of in-depth expert interview, it can be learned that the promotion system is the ＂promotion system＂ is the interference variable between the work satisfaction and the organizational performance. It is suggested that the airport company shall establish fair and public promotion regulations to facilitate the performance elevation. At last, it proposes the practical and theoretical connotations, as well as the follow-up study directions in details, which can provide reference for the subsequent study and airport management unit.