企業內各部門都會分別訂定KPI,並善用所擁有的資源與能耐,去達成任務。然而各部門設定的績效指標並非全然獨立,各部門的目標經常產生相互牴觸的情況,進而造成組織衝突。過往的文獻了解目標差異是造成組織衝突的原因,目標一致性高則對組織衝突有負向的影響。知覺組織支持對於提升組織績效呈現正相關,組織績效與組織衝突呈現負相關。 本次研究探討部門間的目標一致性與組織衝突之關係,並將知覺組織支持納入探討範圍。本研究採用問卷調查法,回收有效問卷188份,回收之資料加以檢驗後,得出研究實證結果如下: (1)目標一致性與組織衝突有顯著負相關;(2)知覺組織支持與組織衝突有顯著負相關;(3)知覺組織支持對目標一致性與組織衝突之關係,存在干擾效果。 期望透過本研究之實證結果,能夠提供相關企業界作為管理實務上之參考依據,以及學術界作進一步研究之基礎。
Various departments of the companies will set KPI. However, among the various departments goals are not entirely independent, sometimes it is contradiction between the departments. The main purpose of this thesis is to study the relationship among goal congruence, intergroup conflict and perceived organizational support. The reinforcement of the goal congruence and the reduce of moderating effect of perceived organizational support.. This study used questionnaires survey to collect data. 188 questionnaires were sent to staff who work in over 30 employee’s enterprises. The statistical method adopted correlation analysis and regression analysis. Research findings included: (1) goal congruence with organizational conflicts has significant negative correlation; (2) perceived organizational support and organizational conflicts has significant negative correlation; (3) the perceived organizational support moderating between the goal congruence and organizational conflicts. The results of this study can provide a reference when formulating business objectives to have consensus between departments is especially important.