組織變革、人力資源發展對員工士氣之影響—以台水公司為例

組織變革、人力資源發展對員工士氣之影響—以台水公司為例學生：許雅婷指導教授：李國瑋博士國立臺中科技大學企業管理系碩士在職專班摘要《恆久卓越的修煉》深具影響力之管理思想作者，詹姆．柯林斯（Jim Collins）提出，打造企業藍圖願景架構三要素：核心價值、目的及使命，組織需描繪清晰的共同願景，就好比造一艘船，首要任務是激發所有人對浩瀚海洋的熱情。願景能賦予工作意義，凝聚團隊、促進合作，進而為企業注入靈魂(Jim Collins，2022)。「水」是國家永續發展之核心元素，「人」是企業最重要之活資產。企業經營成功，員工士氣高昂最重要，擁有共同的願景，讓一群平凡的人，成就不平凡的事。就像去(110)年，因應嚴峻旱象加上疫情雙重考驗下，抗旱應變期間長達一年之久，台水同仁齊心，日以繼夜，共同奮戰，過程備極艱辛，尤其是評價職位人員(士級)，基層員工站在第一線不畏染疫之風險，為民眾加水、補水及送水，減緩限水(供五停二)對民眾的不便。台灣自來水股份有限公司(簡稱台水公司)，從民國63年起成立以來，經歷過省府行政機關改隸為經濟部所屬事業機構，在水價及用人費無法調增下，面對組織變革後員工士氣低落之原因、藉由人力資源發展找出激勵員工士氣之策略，讓員工熟知永續藍圖，增強組織共識度、凝聚影響力、運用增加驅動力及減少拘束力來降低抗拒，一旦士氣提升後，在組織內形成飛輪效應，進而使組織發展從成功到卓越，擁抱變革。本研究主要探討員工士氣低落之成因，以台水公司基層員工為研究對象，研究方法包括質化與量化研究，採兩階段進行： 1.在質性層面：從組織變革與人力資源發展的觀點進行訪談，以了解個案公司的組織變革與人力資源發展，如何對員工士氣造成影響，並據此作為後續量表發展的基礎。 2.在量化層面：針對組織變革、人力資源發展與員工士氣之關聯性進行驗證。實證結果指出：組織變革對員工士氣有正向顯著影響，以及人力資源發展對員工士氣有正向顯著影響。本研究希望建立此新觀點，將有助提供決策者一定啟示與參考。關鍵字：組織變革、人力資源發展、員工士氣

關鍵字

組織變革；人力資源發展；員工士氣

並列摘要

The Impact of Organizational change and Human Resource Development on Employee Morale—A Case of Taiwan Water Corporation Student: Ya-Ting Hsu Advisors: Dr. Kuo-Wei Lee Department of Business Administration National Taichung University of Science and Technology ABSTRACT Jim Collins, the author of the "The Practice of Enduring Excellence", having great impact in management thoughts suggests that core values, purposes and missions are the most important element to create a corporate blueprint. For example, the top priority when building a ship, is for an organization to portray a clear common vision. The first task for them is to inspire people's passion for the ocean. A vision can endow the purpose of working, uniting a team, and promote cooperation. It will then bring soul to a company. (Jim Collins, 2022). “Water”, is the core element in sustainable development. “People”, are the most important and irreplaceable asset of a company. The most important key to a successful business is for the employee to have high morale. Having a common vision can make a group of ordinaries achieve extraordinary. Take 2021 for example, severe drought and pandemic hit Taiwan hard. The drought even lasted over a year. Despite the difficulties, the employees of Taiwan Water Corporation worked together day and night to make miracles happen. The process was extremely challenging, especially for the clerk rank staff. Junior staff worked very hard to bring water to people to reduce the inconvenience for the water limiting policy in spite of being at risk of getting exposed to COVID-19. Established in 1974, Taiwan Water Corporation (Tai-shui Company) has been through from being a provincial administrative agency into an Institution affiliated with the Ministry of the Economic Affairs. With the water price and personnel costs not able to increase and changes with the organization affecting the morale of the employees, they tried to boost the morale by human resource development and let everyone understand the sustainable development blueprint. By increasing the recognition of the organization and using motivation to decrease restraint, a flywheel effect is formed within the organization. The organization will then succeed and embrace the change. The main subject of this research is to discuss the reasons of low employee morale within the Taiwan Water Corporation. The research methods include qualitative and quantitative research. It is carried out in two stages. 1.To understand how the organizational change and human resource development of the case affect employee morale and use this as the basis for the subsequent development. 2.Quantitative level: To verify the correlation between organizational change, human resource development and employee morale. The results of the study indicate that organizational change has a positive and significant impact on employee morale and human resource development has a positive and significant impact, too. The viewpoint will help provide policy makers with a certain inspiration and direction reference. Key words：Organizational change、Human Resource Development、Employee Morale