溝通效能對工作績效與訓練滿意度之影響：以組織變革態度為中介變項

所有的管理的問題源自於溝通，溝通是管理的基本職能，身為企業的管理者，如何有效的溝通，傳遞企業的理念，與企業共同成就目標並且走向未來發展將是至關重要。當企業面臨變革的過程，透過溝通與訓練的相互運用之下，促使員工在工作績效有良好的表現。本研究欲探討溝通效能對工作績效與訓練滿意度的影響，尤其當組織進行變革時，員工對於組織變革態度是否將對工作績效與訓練滿意度具有中介效果。根據Jordi Brandts(2015) 等人在回合制遊戲的研究中發現，當遊戲中的領導者，提高遊戲中的溝通頻率時，團隊成員在遊戲中的表現程度將會有所提升，領導者對團隊成員進行溝通會比進行激勵來有效果。Piderit(2000)認為員工對變革的反應程度從非常正向態度到強烈負向態度。Walumbwa & Hartnell (2011)研究主管領導對員工工作績效具有正向影響。Schmidt(2007)研究發現，有提供訓練的組織，其員工的工作滿意度高於未提供訓練的組織成員。本研究以各行業之員工為研究對象，根據245份有效問卷，以敘述性統計、信度分析、t檢定、變異數分析與層級迴歸分析來驗證各項研究假設。本研究結果如下所示： 1.假設一獲得支持：溝通效能對組織變革態度有顯著正向影響。 2.假設二獲得支持：溝通效能對工作績效有顯著正向影響。 3.假設三獲得支持：溝通效能對訓練滿意度有顯著正向影響。 4.假設四獲得支持：組織變革態度對工作績效有顯著正向影響。 5.假設五獲得支持：組織變革態度對訓練滿意度有顯著正向影響。 6.假設六獲得支持：組織變革態度在溝通效能對工作績效之影響上具有顯著中介效果。 7.假設七部分支持：組織變革態度在溝通效能對訓練滿意度之影響上具有部分中介效果。 8.假設八獲得支持：不同的人口統計變項之員工在溝通效能、組織變革態度、工作績效及訓練滿意度上有部分顯著差異。根據實證研究結果，溝通效能有助於提升員工工作績效，透過有效的溝通，可以降低員工因應組織環境的變化而產生負面抵抗的情緒。企業強化各種溝通文化、建構各種管道，塑造一個具有開放性溝通文化的環境，鼓勵員工敞開溝通，組織運作效率將更為顯著。

關鍵字

溝通效能；工作績效；組織變革態度；訓練滿意度

並列摘要

All management issue stem from communication. Communication is the basic career function of management. As the manager of the enterprise, so how to communicate effectively, convey the concept of the enterprise, and achieve goals and future development together with the enterprise what are most important things. When enterprises face the process of transformation and change, through the mutual use of communication and training, the performance of work will be well. This study aims to explore the impact of communication effectiveness on job performance and training satisfaction. When organizations make changes, whether employees' attitude toward organizational change or not will have a mediating effect on job performance and training satisfaction. According to Jordi Brandts (2015) and others in the turn-based game research, when the leader in the game improves the communication frequency, the performance of the team members will be improved. The leader’s communication to the team members is more effective for members than to motivate them. Piderit (2000) believes that employees' reaction range to change is from the very positive to strongly negative. The research by Walumbwa & Hartnell (2011) found leadership has a positive impact on employee performance. Schmidt (2007) found that organizations with training provided higher employees job satisfaction than which did not have provided training This study collects the data of used employees from various industries following the research object. Based on 245 valid questionnaires, the descriptive analysis, reliability analysis, t-test, variance analysis and hierarchical regression analysis were used to verify the research hypotheses. The research results suggest that :are 1. The first hypothesis is supported : Communication effectiveness has a significant positive impact on the employee attitude of organizational changes attitudes. 2. The second hypothesis is supported : Communication effectiveness has a significant positive impact on the employee job performance. 3. The third hypothesis is supported : Communication effectiveness has a significant positive impact on the employee training satisfaction. 4. The fourth hypothesis is supported : The employee attitude of oOrganizational change attitudes hasve a significant positive impact on the employee job performance. 5. The fifth hypothesis is supported : The employee attitude of oOrganizational change attitudes hasve a significant positive impact on the training satisfaction. 6. The sixth hypothesis is supported : The employee attitude of oOrganizational change attitude has a significant mediatoring effect on the communication effectiveness employee job performance. 7. The seventh hypothesis is partially supported : The employee attitude of oOrganizational change attitude has a partial mediatorion effect on impact from communication effectiveness to employee training satisfaction. 8. The eighth hypothesis is partially supported : Some employees’ demographic have has significant differences on the communication effectiveness, organizational change attitude, job performance, and training satisfaction. According to the results of empirical research, communication effectiveness can improve employee performance, and through effective communication, employees can reduce negative emotions in response to changes in the organizational. Enterprises strengthen various communication cultures, construct various channels, create an environment with an open communication culture, encourage employees to communication, and organize operational efficiency will be more helpful significantly.