摘 要 企業採用擴張版圖跨入其他產業之策略,最快方式即為從購併活動,藉由此取得新技術、人才、原物料、通路等等,以節省進入新市場開拓的時間,與避免產生諸多之不便與經驗摸索,而此種動機是藉由外部成長來達到市場佔有率與經濟上、財務上的利益,企業增加原動力,進而創造新競爭優勢,使企業永續經營。探討銀行業組織變革後,銀行內部員工對變革後員工信任及生涯管理的認知,對員工組織公民行為的表現加以分析比較,期望從中發現變革後員工的問題並找出因應對策,以提供企業界做參考。 本研究以銀行員工為研究對象,共回收有效問卷156份,以因素分析、t檢定、迴歸分析、變異數分析及徑路分析等統計方法進行資料分析。經實證分析結果發現: (一)組織變革認知對組織公民行為除具有負向的直接影響效果,亦會透過組織生涯管理與員工信任而具有正向的間接影響效果 (二)注意員工個人的行為反應,適時協助處理,以避免員工對組織變革的抗拒及工作效率的降低,維持組織公民行為表現。 (三)做好溝通,使員工瞭解未來前程發展,減低員工對組織變革的抗拒,並能維持員工對組織的信任。
Abstract Acquisition and merger(A&M)is one of the fastest way to enter a new industry for the corporation. It not only helps the corporation to get new technology, talents, raw materials, and place but also shortens the time and avoids the problem of entering a new market. The motives which the corporation uses A&M is to get market share and the benefit of economics and finance. These would create new competition advantage and keep sustainable operation for the corporation. After discussing the organization reform in banking, we research how the employees’ cognitive of trust and career management of employees effect organization citizen behavior (OCB). We expect to find employees’ problems and propose the response employees’ for corporations. A total of 156 employees were surveyed. Statistical methods which were used comprise t-test, regression analysis, analysis of variance and path analysis. The results showed that the cognitive of organizational change directly negative effects on OCB but also indirect positive effect on OCB through organizational career management and employee trust. Besides, It must pay attention to the response of personal behavior and hand it timely to avoid the resist of organization change and reduce work efficiency in order to maintain performance of OCB. However, It must communicate to make employee to understand the future development in order to reduce the resist of organization change and maintain the trust of organization.