組織變革認知、領導類型及工作滿意之關聯性研究-以中部地區退伍軍官為例

摘要現今人力資源管理日漸重視的社會中，工作滿意度已經是管理非常重視的課題，若部屬感到工作滿意，將有助於提升形象與名聲，提高社會新鮮人投入，提升在職者工作意願，更可以激勵部屬，強化部屬對工作的投入程度。而如何招募到優秀人才，及如何將已在職優秀人才留任，將是領導者了解員工工作滿意之重要課題。本研究探討組織變革認知對工作滿意之影響，並以組織領導風格做為干擾變項，針對中部地區已退伍之軍官發放問卷，有效問卷回收率為89%。並使用敘述統計、信度、效度、因素、變異數、複迴歸等分析方法。結果發現組織變革認知度愈高，確實愈有利其工作滿意。組織領導類型會弱化工作滿意影響關係，但會強化人員對組織變革認知影響關係。

關鍵字

組織變革認知；領導類型；工作滿意

並列摘要

ABSTRACT Today the growing importance of human resource management society, job satisfaction has been a very important issue is the management, if subordinates feel job satisfaction, will help enhance the image and reputation, increase social investment in new people, improve the incumbent willingness to work, but can motivate subordinates, level of commitment to strengthen the work of subordinates. And how to recruit talent, and how to have talented people working in office, will be the leader in employee satisfaction is important to understand the subject. This study investigated the impact of organizational change perception of job satisfaction, and organizational leadership style as interference variables, questionnaires central region of the officers have been retired for the effective response rate was 89%. And using statistical analysis methods are described, reliability, validity, factor, variance, multiple regression, etc. It was found that the higher awareness of organizational change, the more beneficial it really work satisfaction. Organizational leadership style will affect the relationship between job satisfaction weaken, but will strengthen the relationship between staff influence on cognitive organizational change.