卓越組織之所以卓越的根本要素之一是擁有積極、主動且熱誠地為組織服務的人才。環顧國內現代戲劇團隊經營管理相關研究,鮮少以組織內部行為及人力資源為議題深入書寫和分析,尤其缺乏探討隱身藝術作品之後的行政人員與組織關係之研究。劇團行政人員與組織的互動關係為何?劇團的組織行為是否影響行政人員留任?劇團能否建立有效的策略或制度使行政人員留任,且維持其積極、主動和熱誠態度? 本研究以瞭解現代戲劇團隊組織行為和行政者留任因素為目的,採取質性研究方法,選擇十三位行政者為研究對象進行深度訪談,並進行資料分析。研究結果呈現了行政者個人特質與背景,及以內部觀點分析之現代戲劇團隊行業特質,並解析行政者與團體、組織系統之互動關係。綜合文獻及訪談資料分析,發現持續在單一劇團專職之行政者其留任因素包含以下六項共通點:(1)劇團行政人員皆與現代戲劇有美好的接觸經驗;(2)劇團工作特性符合行政人員在意的工作環境條件;(3)行政人員個人特質與任職劇團的組織文化相契合;(4)劇團支持能滿足行政人員個人需求;(5)劇團領導者為影響組織行為之關鍵;(6)對劇團運作發展具有高度影響力的行政人員具有較強組織承諾。 有過戲劇接觸經驗且能與組織文化相契合之行政人員,儘管任職劇團資源有限,但因為組織及領導者的正面態度和支持,滿足行政人員對於愛、尊嚴和自我實現等高層次需求,並以此平衡僅有基本水準的生理與安全等低層次需求,行政人員因此感到工作滿足及激勵而願意持續留任。
What makes excellent organizations excellent is fundamentally to find proper talented people, keep them in the organization, and motivate them to work actively, positively, and enthusiastically for the organization. Tracing back through domestic researches concerning the management of modern theatre administrator, there are seldom literatures and analysis which work profoundly on issues regarding internal organizational behaviors, art administrators, and human resources. Is it possible that theatres could keep their administrators with effective strategies, and maintain their active, positive, and enthusiastic attitude? The present studyworks on exploring organizational behavior of modern theatres and factors ofremaining in office of administrators, using qualitative research methods in selecting thirteen senior administrators as subjects accepting profound interviews, and then analyze the data collected. The research result reveals individual characteristics and backgrounds of the administrators, as well as traits of modern theatres analyzed from internal points of view, the research has also explored the interactive relationships between administrators, groups, and organizational systems. According to the literatures along with the research result, we can draw the following six conclussions: (1) Theatre administrators are all having a beautiful past with modern theatre. (2) Traits of theatre works correspond to the working environment about which cared by senior administrators. (3) Individual characteristics of administrators fit with the organizational culture of theatres in which they are working. (4) Supports from theatres can satisfy personal needs of administrators. (5) Theatre leaders are key points affecting organizational behavior. (6) Administrators with great influence on operation and development of the modern theatre have stronger organizational commitment.