公營銀行民營化後組織變革對員工滿意度影響之研究

The Effect of Privatization of Government-Owned Banks on Employee Satisfaction

賴瑋珍(Wei-Chen Lai)

指導教授 ： 李正文

中原大學/商學院/國際貿易研究所/碩士(2007年)

https://doi.org/10.6840/cycu200700315

摘要

近年來，許多銀行業朝向國際化、全球化發展，我國銀行業的改革是勢在必行，為了提升組織的競爭力，除了必須要有新的行銷策略來銷售商品服務客戶,其次該如何留住舊客戶，開發新客源，以獲取客戶們之滿意與忠誠度，這些都是仰賴員工來達成；管理者該如何在組織變革中，了解員工的人格特質，讓員工有較高的滿意度與對組織產生有高度的承諾，以因應環境的改變。基於上述之原因，本研究就從人力資源面，希望透過問卷調查的方式來探討公營銀行民營化後，組織變革與員工之人格特質，是否與員工的工作滿意度及對銀行的組織承諾有關，找出這些因素間的相關性，才能達到員工、顧客與銀行三贏的局面。
本研究的調查對象界定在本國公營銀行民營化後之員工，研究範圍設定於桃園以北，將八家銀行針對銀行員工以便利抽樣方式進行研究。問卷之設計，引用相關文獻，且有效問卷回收149份，回收率85.6%。本研究除了以相關分析與典型相關來了解組織變革、員工人格特質、工作滿意度、組織承諾相互之間的關聯性外，並以逐步迴歸分析來探討各構面因子之間的相關性。
本研究發現：(1)組織變革對組織承諾有顯著相關；(2)人格特質對組織變革有相關顯著；(3)人格特質對組織承諾有顯著相關；(4)組織變革對員工滿意度有顯著相關；(5)組織承諾對員工滿意度有顯著相關；(6)人格特質對員工滿意度有顯著相關。當員工愈偏向自律性，愈願意支持組織變革，且於外部滿意度上容易獲得滿足，進而對組織產生價值承諾。
故本研究建議，銀行管理者應著重對不同人格特質的員工進行適合的在職訓練；重視員工內心的感受，亦能提升員工內部外部及社會認同的滿意度，來達到員工願意履行對組織產生高度的承諾，降低離職率；強化員工對組織變革的認知及接受度，提升員工滿意度才能真正達到民營化後增強競爭力的重點。

關鍵字

民營化 ； 組織承諾 ； 人格特質 ； 員工滿意度 ； 組織變革

並列摘要

In recent years, internationalization and global development have become directions for many banks. It is imperative for Taiwanese banks to take necessary reforms that include new marketing strategies, finding new customers and keeping traditional customers in order to obtain customer satisfaction and loyalty. All these require the input of employees. In the process of organizational transformation, management needs to understand personal traits of employee and let employee have higher satisfaction and commitment to the organization. Based on above reasons, this research uses survey methods to explore the relationships between employee personal traits and organizational transformation, employee satisfaction and organizational commitment after government-owned banks privatized.
The scope of this research is confined to eight banks north of Taoyuan County. It conducts questionnaire survey with 149 valid questionnaire results or 85.6% of total questionnaires.
The research findings are: first, there is a significant correlation between organizational transformation and organization commitment; second, there is a significant correlation between personal traits and organizational transformation; third, there is a significant correlation between personal traits and organizational commitment; fourth, there is a significant organizational transformation and employee satisfaction; fifth, there is a significant correlation between organizational commitment and employee satisfaction; sixth, there is a significant correlation between personal traits and employee satisfaction. When employees are more toward self-discipline, they are more likely to support organizational transformation and can get higher satisfaction, therefore have commitments to the organization.
This study suggests that banking executives need to provide adequate training for employees based on different personal traits and to put emphasis on inner feelings of employees. These can increase their social identity and achieve their commitment toward organization by keeping them in the organization. In addition, employees recognition toward organizational transformation would be strengthened the will ultimately achieve the competitiveness of banking privatization.

並列關鍵字

organizational transformation ； personal traits ； organization commitment ； employee satisfaction ； Privatization

參考文獻

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