組織精簡知覺、工作不安全感對工作投入與退卻行為之影響-以知覺組織支持為調節變項

Perceived Organizational Downsizing, Job Insecurity Influence on Job Involvement and Withdrawal Behavior: Perceived Organizational Support as a Moderator.

沈坤勳(Kun-Hsin Shen)

指導教授 ： 黃良志

國立中正大學/社會科學院/勞工關係學研究所/碩士(2014年)

摘要

本研究係以空軍司令部所屬某作戰聯隊，因組織精簡獲留任之後勤軍官、士官及聘雇人員為研究對象。剖析留任人員在面對組織精簡的推動進程中，在組織精簡知覺、工作不安全感對於工作投入與退卻行為之影響，同時檢驗留任人員知覺組織支持之調節效果。
本研究透過問卷調查方式蒐集資料，計發放並回收400份問卷，實際有效問卷356份，並藉描述性統計分析、驗證性因素分析、Pearson積差相關分析及複迴歸分析等方式進行檢驗。經統計分析後，研究結果發現：
一、組織精簡知覺對工作不安全感具有負向的顯著影響效果。
二、工作不安全感對工作投入具有負向的顯著影響效果，。
三、工作不安全感對退卻行具有正向的顯著影響效果。
四、工作不安全感在組織精簡知覺與工作投入間具有部份中介效果。
五、工作不安全感在組織精簡知覺與退卻行為間具有部份中介效果。
六、知覺組織支持在工作不安全與工作投入間不具有調節效果。
七、知覺組織支持在工作不安全與退卻行為間不具有調節效果。
依據研究結果，再提出具體建議事項，供國防機關、人員及後續研究者之參考。

關鍵字

知覺組織支持 ； 退卻行為 ； 工作投入 ； 工作不安全感 ； 組織精簡知覺

並列摘要

This study is to investigate the effects of the perceived organizational downsizing and job insecurity on job involvement and withdrawal behavior.
The objects of this study are the logistics officers, soldiers and employees of the union group in the air force, who stay in their jobs during the organizational downsizing process. The purpose is to analyze the effects of their perceived organizational downsizing and job insecurity on job involvement and withdrawal behavior during the organizational downsizing process. The adjustment effects of the retained staff’s perceived organizational support are also examined in this study.
Data were collected through the questionnaires survey in this study. The total of 400 questionnaires were sent out and collected. The actual valid questionnaires were 356 copies. They were examined by descriptive statistics analysis, confirmatory factor analysis, Pearson person product-moment correlation analysis and multiple regression analysis. The results of ths statistics analysis are stated as follows:
1. Perceived organizational downsizing has significant negative effects.
2. Job insecurity has significant negative effects on job involvement.
3. Job insecurity has significant positive effects on withdrawal behavior.
4. Job insecurity has partial intermediary effects between perceived organizational downsizing and job involvement.
5. Job insecurity has partial intermediary effects between perceived organizational downsizing and withdrawal behavior.
6. Perceived organizational support doesn’t have adjustment effects between job insecurity and job involvement.
7. Perceived organizational support doesn’t have adjustment effects between job insecurity and withdrawal behavior.

According to the results of this study, concrete suggestions are proposed results for the reference of the Ministry of National Defense and those who intend to go further studies.

並列關鍵字

Withdrawal Behavior ； Job Involvement ； Job Insecurity ； Perceived Organizational Downsizing ； Perceived Organizational Support

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