組織變革對工作滿意度之影響，以組織承諾為中介變數

The Influence of Organizational Change on Job Satisfaction by Using Organizational Commitment as a Mediator Variable

廖宏軒(Hung Shuan Liao)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2011年)

摘要

在面臨不斷快速變動的環境，組織必須有其因應變革之道，在追求組織變革所帶來的效益之外，也必須考慮組織員工的認知，惟有員工的支持和配合，才能確保變革的成功。本研究目的主要是探討組織變革對工作滿意度之影響，並加入組織承諾為中介變數，針對中華電信台北營運處的在職員工為研究對象，透過問卷蒐集，並以統計分析，歸納出以下的結論：
一、在組織變革認知方面，員工認同公司整併可以提升整體的效益，但又擔心因整併而影響自身權益，希望能提供更多參與溝通的機會；在組織承諾及工作滿意度方面，員工對於公司整併後較整併前的認同低。
二、從差異分析中得知，「男性」對於公司整併的接受程度較高，而「年齡愈高、服務年資愈長、工務單位、教育程度愈低」的員工對於組織承諾認同較高，在工作滿意度上也以「男性、工務單位」的滿意度較高。
三、組織變革之「變革效益認知」、「員工權益認知」及「參與溝通認知」與組織承諾之「情感性承諾」和「規範性承諾」呈現正相關，也與工作滿意度之「內在滿意度」和「外在滿意度」呈現正相關。
四、組織變革認知之「參與溝通認知」透過組織承諾之「情感性承諾」、「持續性承諾」及「規範性承諾」，對工作滿意度呈現顯著正向影響。

根據上述的結論可知，公司在變革的過程須重視員工參與，並且強化員工的溝通機制，確實保障員工權益，也須根據不同屬性的員工來進行管理，增加組織承諾，提升員工的工作滿意度，進而提升公司整體績效。

關鍵字

中華電信 ； 組織變革 ； 組織承諾 ； 工作滿意度

並列摘要

Under the fast-changing environment, the organization must recognize how to interact with the changing climate. Maximizing of organizational benefit is essential during the transformation, but employee’s cognition of organization also playing the crucial role of success. The key success factors of organizational change will be employee’s support and cooperate, this study intended to explore the influence of organizational change on job satisfaction by using organizational commitment as a mediator variable. With reference to the employees of Taipei Branch of Chunghwa Telecom as the object of study, the research will be conducted by questionnaire survey and statistical analysis. The research results are summarized as below.
1. In the aspect of perception of organizational change, employees regard company reorganization as an unabridged benefit for company. However, they are also concerned about their personal interest will be damaged by company reorganization. Therefore, employees hope to have more communications with the company. However, with respect of organizational commitment and job satisfaction, the employee’s identification is reduced after the company reorganization.
2. Through the diversity analysis report, the degree of acceptance for male is higher than female regarding on the concern of company reorganization. For the groups of employees who are more senior, with longer years of service, engineering unit or lower educational backgrounds, they tend to have higher degree of recognition on organizational commitment. Furthermore, male in engineering unit also show higher job satisfaction among the others.
3. The organizational transformation, employees’ recognition of interests and participation of communication in organizational change are positively correlated to affective commitment and normative commitment in organizational commitment while they are also positively correlated to internal satisfaction and external satisfaction in terms of job satisfaction.
4. The participation of communication in organizational change toward affective commitment, continuous commitment and normative commitment has created positive influence on the job satisfaction.

To summarize, in the process of change, company must focus on employees’ cognition and strengthen the communication mechanism to protect employees’ interests and rights. Company should also manage the employees by their characteristics, increase organizational commitment and promote job satisfaction. Then the company performance will be further improved.

並列關鍵字

Chunghwa Telecom ； Organizational Change ； Organizational Commitment ； Job Satisfaction

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