員工組織變革認知對其組織承諾、組織變革態度影響之研究：行政院衛生署食品藥物管理局為例

A study of the Influence of Employees’ Perceived Organizational Change on Organizational Commitment and the Attitude of Organizational Change ─ The Case of Food and Drug Administration ,Department of Health, Executive Yuan

高明德(Ming-De Gao)

指導教授 ： 陳金貴

國立臺北大學/公共事務學院/公共行政暨政策學系/碩士(2010年)

摘要

本研究旨在探討組織變革認知與組織承諾、組織變革態度等變項間之關係與影響性、組織變革認知與員工變革態度之間，組織承諾是否有顯著中介效果，以及行政院衛生署食品藥物管理局的組織變革過程中，機關應如何調適、轉化所屬員工之心態。
本研究採問卷調查法，以行政院衛生署食品藥物管理局員工為研究對象，採法全面普查方式進行問卷調查，回收有效問卷為350份，有效回收率為71.22％。本研究之資料統計則採用敘述性統計分析、獨立樣本t檢定、單因子變異數分析、Pearson積差相關分析、複迴歸分析、階層迴歸分析等方法。經由資料處理及分析後，本研究主要發現如下：
一、不同屬性員工對組織變革認知，呈現部分顯著差異。
二、不同屬性員工對組織承諾，呈現部分顯著差異。
三、不同屬性員工對組織變革態度，呈現部分顯著差異。
四、員工的組織變革認知與組織承諾，呈現顯著正相關。
五、員工的組織變革認知與組織變革態度，呈現顯著正相關。
六、員工的組織變革認知與組織承諾，呈現顯著正相關。
七、員工的變革效益認知、溝通程度認知對其組織變革態度具有預測力。
八、員工的變革效益認知、溝通程度認知對其組織承諾均具有預測力。
九、員工的變革效益認知、溝通程度認知對其組織變革態度的影響，「價值承諾」、「努力承諾」具有部分中介效果。
最後並根據研究結果發現提出相關建議，以供實務與未來研究之參考。

關鍵字

組織變革 ； 組織承諾 ； 認知 ； 態度

並列摘要

The purpose of this research is to study the relationship and effect between variables like organization change perception and organization commitment and organization change attitude, whether there is significant medium effect between organization change perception and employee change attitude and organization commitment and how authority adapt and transform the state of mind of employees in the course of organization change of the Food and Drug Administration, Department of Health, Executive Yuan.
This research adopts questionnaire investigation method and the research targets are employees of the Food and Drug Administration, Department of Health, Executive Yuan. The questionnaire investigation adopts overall investigation method. Effective questionnaire recovered is 350 sets and the effective recovery rate is 71.22%. The information statistics of this research adopts descriptive statistics analysis, independent sample T test, one way ANOVA, Pearson Product-moment Correlation, regressive analysis, hierarchical regression analysis etc. Upon processing and analysis of the information, the main findings of this research are as follows：
1. On the organization change by employees of different attributes, there is partial significant difference.
2. On the organization commitment by employees of different attributes, there is partial significant difference.
3. Regarding the organization change attitude of employees of different attributes, there is partial significant difference.
4. On the organization perception and organization commitment by employees, there is significant positive correlation.
5. On the organization change perception and organization change attitude, there is significant positive correlation.
6. On the organization change perception and organization commitment by employees, there is significant positive correlation.
7. The change benefit perception, communication level perception of employees has forecast ability on its organization change attitude.
8. The change benefit perception, communication level perception of employees has forecast ability on its organization commitment.
9. The effect on its organization change attitude by employee on change benefit perception communication level, the 「value commitment」 and 「hard effort commitment」 has partial medium effect.
Finally, relevant suggestions are presented according to the research result findings so as to serve as a reference of practice and future research.

並列關鍵字

organizational change ； organizational commitment ； perception ； attitude

參考文獻

丁虹，1986，《企業文化與組織承諾之關係研究》，國立政治大學企業管理研究所博士論文。

方世榮、黃瓊瑤、石渼華，2007，〈探討信任之前置因素與結果－以醫藥產業為實證〉，《交大管理學報》，27(1)：1-32。

林德穎，2008，《組織變革認知與組織承諾之研究－以臺灣郵政股份有限公司臺東郵局為例》，國立臺東大學區域政策與發展研究所公共事務管理在職專班碩士論文。

林鉦棽、陳心怡，2006，〈組織公正對動機與信任及組織公民行為之影響〉，《亞太經濟管理評論》，9(2)：23-42。

林鉦棽，2004，〈休閒旅館業從業人員的組織公正、組織信任與組織公民行為關係：社會交換理論觀點的分析〉，《中華管理學報》，5(1)：91-112。