認同乃經由長時間培養累積而成,是動態、非靜態,是不停的改變,認同包含許多層面,如自我認同、專業認同、角色認同、組織認同等,是多重且複雜的。 本研究目的主要在探討專業認同與組織認同對組織變革成效的影響,探討組織成員在經過組織變革介入後,專業認同與組織認同的改變以及與組織變革成效的關聯。 本研究藉由穩定性高、流動性低之國營公司事業部做為探討個案,蒐集年資20年以上的組織成員,做為研究對象,進行觀察與深度訪談。 經由觀察、訪談以及資料收集後,得知,組織變革介入沒有影響組織成員之專業認同,然組織卻仍可達成變革後之財務績效,同時雖然組織結構改變,成員仍擁有強烈組織認同。 期望藉由本研究,了解專業認同與組織認同對組織變革成效的影響,可進一步提供相關個案之意見參考,在組織變革介入時,可更有效運用專業認同與組織認同,增加組織變革成效,讓組織與組織成員皆可達到雙贏的效果。
Identity is shaped through a long time period but still keeping on changing dynamically. Identity is quite complex with multiple aspects: self-identity, professional identity, role identity, organizational identity and so on. This study is focusing on the performance impact of organizational change by internal members' professional identity and organizational identity. The senior employees in a low employee turnover rate business unit of a state-owned company are interviewed as the samples for this case study. Via interviewing the senior employee, the study is trying to find out how their professional identity and organizational identity is impacted by the changing organizational culture and the organizational change. The study result shows that the organizational change doesn't impact the professional identity of the senior employee, neither the financial performance of the company after changing. Moreover, senior employee still shows strong organizational identity after re-organization. The study result is a reference for understanding the performance impact of the professional identity and organizational identity of organization members when organization is changing. The result also provides a direction for organization to take advantage of members'. Professional identity and organizational identity to improve the overall performance as a win-win result in the end.