領導人更迭前後組織氣候與工作投入關係之研究

A study of the relationships between the organizational climate and job involvement in the change of the chief executive

賴秀琪(Hsiu-Chi Lai)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2011年)

摘要

領導人更迭是組織發展過程之常態，對企業內部的員工來說，領導人更迭代表組織即將發生變革，環境的變化會對個人心理產生衝擊，甚至影響其對工作的態度和行為。本研究以組織氣候為自變數，工作投入為依變數，探討企業領導者更迭前後兩變數間之關係。挑選27家於3-5年內曾歷經領導人更迭之企業，再針對旗下曾經歷前後任領導人之員工進行問卷調查，回收119份有效問卷後以統計方法進行實證分析，得到以下發現：

1.領導人更迭前與更迭後，組織氣候對工作投入皆有顯著的影響，尤其以「結構」、「支持」和「認同」這三個構面對「工作投入環境」的影響最為顯著。
2.員工對組織氣候的認知和對工作的投入在領導人更迭後呈顯著的降低。
3.相較於領導人內升的組織，在領導人外派之組織中，員工對組織氣候中「支持」的認知與對「工作投入角色」的扮演，在更迭前後呈顯著的差異，且下降的幅度是外派大於內升。
4.領導人更迭後，組織氣候和工作投入在許多個人變項上，均呈顯著差異。

以上結果值得管理單位重視，當組織面臨領導人更迭之事實時，應於致力績效改善之際，更加重視組織氣候之經營與員工因組織變革所產生的不安全感，尤其是領導人外派之組織，更應重視組織文化與員工感受之瞭解，並加強與員工間之溝通與互動，才能以組織氣候影響員工之工作態度與行為，進而提升組織之效能。

關鍵字

組織氣候 ； 工作投入 ； 領導人更迭

並列摘要

When it comes to the change of chief executive in a firm, it is ubiquitous phenomenon in the progression of an organization development. When the change arises, to employees, which means there would be organizational change ahead and impact on personal career, work attitudes and behavior as well. Therefore, this study investigated on the relationships between organizational climate and job involvement before and after the succession of the chief executive. One hundred and nineteen questionnaires were collected from the employees experienced the change of chief executive in a firm. The results revealed:
1. Before and after the change of chief executive, organizational climate positively and significantly influenced and job involvement, especially the constructs of 「Structure」、「Support」、「Identity」of organizational climate and「job involvement-setting」 of job involvement。
2. Employees’ perception on organizational climate and job involvement were found decreased significantly after the change of chief executive.
3. Contrary to the chief executive promoted within the firm, in the firm with the chief executive hired from other organizations, the employees’ perception on the「Support」of organizational climate and their job involvement were not only significantly different but also decreased more when the change occurred.
4. After the change of chief executive, employees’ perceptions on organizational climate and job involvement were found significantly different among those individuals with different characteristics.

These findings provide some implications to the management. When the succession of chief executive occurs, the firm shall not only focus on the performance improvement but also on the organization climate and the employees’ insecurity perception derived from the transition. For those firms whose chief executives hired from other organizations, the managers should pay more attention on how the organization culture would influence the employees’ perceptions, attitudes and behavior in order to improve the effectiveness of the firm.

並列關鍵字

organizational climate ； job involvement ； succession ； change of the chief executive

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