機關行政法人化對員工組織承諾之影響研究 －以核能研究所為實證個案－

The Influence of Corporatization on Employee’s Organizational Commitment: An Empirical Study of the Institute of Nuclear Energy Research

莊光彩(kuang-tsai juang)

指導教授 ： 顧志遠

中原大學/商學院/企業管理研究所/碩士(2008年)

https://doi.org/10.6840/cycu200800052

摘要

1980年代中期以來，政府再造已蔚為一股風潮，世界各國莫不積極因應此一潮流而投入變革。國內在歷經多年努力加入世界貿易組織(WTO)後，為順應經濟自由化與國際化趨勢，以擴展國際活動空間，提昇國家競爭力，政府再造即為當前政府施政的首要目標，因此，自2001年起，政府即全力推動嶄新的政府再造工程，作為拉動台灣爭取未來永續發展的火車頭。
行政法人是政府再造的一項分流工程，係在舖設另一軌道，引進企業經營精神，使政策執行更具彈性，業務推動更有效能。惟於行政法人化的過程中，難免因組織變革帶來不確定性認知，此不確定性認知將影響員工組織承諾的態度。因此，本研究旨在探討機關行政法人化時，員工的個人特徵與員工對行政法人化組織變革不確定性認知對組織承諾的影響，並將研究結果，做為機關推動行政法人化時的參考。
本研究以行政院原子能委員會核能研究所為研究個案，核能研究所於2005年經行政院核定為第三波行政法人化優先名單，目前正處於機關行政法人化推動過程中。研究方法以問卷調查法為主，收回有效樣本232份，以SPSS統計分析軟體進行描述性統計、信度分析、T檢定、單因子變異數分析、皮爾森積差相關分析和逐步迴歸分析進行驗證，另以深度訪談法為輔，以進一步追蹤解釋員工深層的態度。
研究主要結論如下：
一、 個人特徵對行政法人化組織變革不確定性認知具顯著差異，驗證假設部分成立(職位成立；教育程度部分成立；其他個人特徵不成立)。
二、 個人特徵對組織承諾具顯著差異，驗證假設部分成立(年資、職類、職位成立；認識與否、教育程度部分成立；性別不成立)。
三、 行政法人化組織變革不確定性認知與組織承諾具顯著相關，驗證結果成立。
四、 行政法人化組織變革不確定性認知與個人特徵對組織承諾具預測力，驗證結果成立。
五、 推動行政法人化政策過程，員工對組織承諾的態度具正面的改變，驗證結果假設成立。
六、 員工普遍認為機關考量是否納入行政法人，除了專業性及涉低公權力特性外，不宜僅考慮競爭力因素，應將成本與效能同時納入衡量，以作綜合性評估。

關鍵字

組織承諾 ； 不確定性認知 ； 組織變革 ； 行政法人化 ； 政府再造

並列摘要

Since the mid 1980s, government restructuring has become a popular issue in many countries and has attracted tremendous attention worldwide. In Taiwan, it was regarded as the major policy for the government after Taiwan became a member of the World Trade Organization (WTO) since its implementation will help Taiwan to fulfill the goal of economic liberalization as well as internationalization, expanding international visualization, and enhancing national competitiveness. Therefore, in maintaining a sustainable development, Taiwan has been carrying out government restructuring since 2001.
Corporatization is a sub-engineering step of government restructuring. Its purpose is to act as a route for introducing the spirit of corporate management to government agency. This not only will make policy execution more flexible, but also business operation more efficient. The only drawback of corporatization is the uncertain cognition, which tends to arise during the course of the process due to organizational changes. This uncertain cognition will in some way influence the employee’s organizational commitment. Therefore, the objective of this study is to investigate the influence of corporatization on employee’s organizational commitment. It is hoped that the result of this study can be used as the basis for the corporatization of government agencies.
This study takes the Institute of Nuclear Energy Research, Atomic Energy Council, Executive Yuan (hereinafter referred as INER) as an example. In 2005, INER has been assigned by the Executive Yuan as the “third-rank” to carry out corporatization and currently, it is in the process of implementation. In this study, the method used is mainly based on questionnaire survey. A total of 232 effective samples have been retrieved. In addition, SPSS statistical analysis software was adopted to perform descriptive statistic analysis, reliability analysis, t-test, one-way ANOVA, Pearson analysis of regression, and stepwise regression statistical analysis. Moreover, in-depth interview method was applied to further understand attitudes of the employees.
The main conclusions of this study are as followings:
1. Personal traits have strong influence on the uncertain cognition of organizational changes as the result of corporatization. The hypothesis has been partially verified (position pass; educational level partially pass; other personal traits fail).
2. Personal traits have strong influence on organizational commitment. The hypothesis has been partially verified (length of service, type of work, position pass; degree of cognition, educational level partially pass; sex fail).
3. The uncertain cognition of organizational changes due to corporatization has strong correlation with organizational commitment. The hypothesis has been verified.
4. The uncertain cognition of organizational changes due to corporatization and personal traits can be used to predict organizational commitment. The hypothesis has been verified.
5. The attitudes of employees toward organizational commitment are positive in the course of corporatization. The hypothesis has been verified.
6. The employees in general believe that besides professionalism and public authority, cost and efficiency should be taken into account while deciding whether or not to implement corporatization. The competition factor should be excluded.

並列關鍵字

Corporatization ； Uncertain Cognition ； Government Restructuring ； Organizational Commitment ； Organizational Changes

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