組織精簡、裁撤與異化的關係：以空軍飛機修護人員為例

Relationships between Alienation and Organizational Downsizing : A case study on Aircraft Maintenance Personnel in Chinese Air Force

朱輝南(Chu Hui-Nan)

指導教授 ： 陳芬苓

元智大學/資訊學院/資訊社會學研究所/碩士(2005年)

摘要

摘 要

有別以傳統企管的調查方式，以組織承諾、組織氣候、工作滿意度、離職傾向等方法來評估組織精簡對員工所產生的影響，本研究以馬克思的「異化論」，參考Blauner(1964)及潘美玲(2003)所引申出來的四個面向：自我疏離感、無意義感、無力感及孤立感，以問卷調查的方式針對空軍某部隊的飛機修護人員為研究對象，探討組織從事精簡、裁撤時，員工異化發生之重要影響因素。在資料收集方法部分，本研究採隨機抽樣法，以2005年3月22日上班人員名冊編流水號並以亂數表實施抽樣，共抽出340份樣本，最後回收320份樣本，回收率94.1％，扣除無效問卷後，有效問卷共312份。

在實證分析部分，係以三個階段來執行，先將員工不同的個人變項，先行與異化的關係檢證後，再依次以員工對組織精簡的過程認知、組織精簡所產生的影響逐步區分與異化發生的關係，最後再將整個異化的結果與員工對整個組織精簡、裁撤的總評分關係作比較，以明確、釐清組織精簡時，員工所產生的異化，究係因員工的個人變項不同產生，或是經由組織精簡、裁撤造成。

本研究的結果發現分配公平性認知在自我疏離、孤立感變項的解釋力分別達到88.8％及10.1％，不確定感在無意義感變項的解釋力達96.2％，影響士氣程度在無力感變項的解釋力達95.8％，本研究的結論期能提供給未來要實行組織精簡的企業作為參考，並希望給後續的研究者做為進一步探索運用。

關鍵字：組織精簡、組織公平性、組織認同、不確定感、異化。

關鍵字

組織精簡 ； 組織認同 ； 組織公平性 ； 不確定感 ； 異化

並列摘要

ABSTRACT

Purpose of this study is to assess the impact of organizational downsizing on employees. Instead of the four aspects traditionally used in business administration studies: organizational commitment, organizational climate, job-satisfaction, and inclination, we take another approach with four dimensions: self-estrangement, meaninglessness, powerlessness and isolation, derived from “Alienation” of Karl Marx, together with other references of Blauner (1964), and Pan, Mei Ling(2003). We believe that “people” are the most important assets in an organization and consider that the success and achievements of any organization are all created by her “people.” Just as Marx, we adopt the care and concern to human nature. Although only one out of the eight airbases was investigated, the results may well reveal the impact on staff during different stages of the organizational downsizing process. Root causes can therefore be discovered from empirical analysis and preventive measures can be taken.

There are three steps in the empirical analysis. First, to verify the relationships between alienation and different personal with the latter as variables. Secondly, to distinguish the relationships between alienation and staffs step by step based on their cognition and the effects of the organizational downsizing. Finally, to compare the scores of staff for organizational downsizing and dissolution with the overall alienation result, in order to determine whether the alienation of staff during organizational downsizing is resulted from different personal variables or is resulted from organizational downsizing itself.

Results of the study show that explanatory power of distributive justice toward self-estrangement and isolation is 88.8% and 10.1% respectively, of uncertainty toward meaninglessness is 96.2%, and of morale impact toward powerlessness is 95.8%. It is anticipated that conclusions of this study will be helpful for organizations to undergo downsizing as well as follow-up researchers in their further studies.

Key Words: organizational downsizing、Organizational equity 、organizational commitment 、Uncertainty、Alienation

並列關鍵字

organizational downsizing ； organizational commitment ； Organizational equity ； Uncertainty ； Alienation

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