組織精簡後留任人員變革知覺因素之探索

An Exploratory Study on Survivors' Perceptions after Organizational Downsizing

盧建中 ； 侯中信 ； 沈秋伎

《勞資關係論叢》 14卷1期 (2012/07) Pp. 43-65

https://doi.org/10.29902/JCSTVS.201207.0003

摘要

本研究以「心理契約」為理論基礎，嘗試去解釋組織精簡後留任人員可能對變革產生之知覺因素。研究以探索性的方式，針對國防體系進行組織精簡後之留任人員進行深度訪談，期以此探索並揭開先前研究所未能深入探究的議題，並瞭解組織精簡產生之變革知覺因素對留任人員態度所造成的影響。從訪談資料中發現，留任人員在組織精簡後知覺到未來生涯充滿不確定性、工作不安全感、高工作壓力及升遷機會減少等因素，並且可能感受到心理契約遭到違反，進而對成員的組織承諾程度產生影響。本研究最後依據結果，提出相關之管理意涵供實務者參考。

關鍵字

組織精簡 ； 心理契約 ； 升遷機會 ； 工作不安全感

並列摘要

The theory of psychological contract has been employed to explain the survivors' change perceptions after an organizational downsizing. Deeply interviews were conducted for military personnel to explore and unveil the crucial issues in the previous studied. Furthermore, this study tries to understand the impact of downsizing perceptions on the survivors' attitudes. The results show that perceptions, such as future career uncertainty, job insecurity and promotion opportunity decrease, high job stress, increase after downsizing. These perceptions are likely to induce the feeling of psychological contract breach and have an impact on survivors' organizational commitment. Finally, based on results in this study, managerial implications for practitioners are provided.

並列關鍵字

organizational downsizing ； psychological contract ； promotion opportunity ； job insecurity