本研究之研究目的為探討組織變革抗拒、轉換型領導風格對員工敬業度之影響,以勞動力發展署各分署(含各分署就業中心,改制前為就業服務站)之正式編制人員(即正式公務員、職業訓練師、聘用人員、約僱人員、技工、工友)及臨時人員(自僱人員)為研究對象。為達成研究目的,本研究於探討相關文獻後,採用問卷調查法,希望藉由問卷的調查與統計分析,以瞭解變項間之關係與影響,並提出相關的結論與具體建議,作為相關單位管理者與後續研究者之參考依據。總發放問卷數為848份,回收問卷數為706份,回收率為83%、有效問卷數為676份,有效回收率為80%。所得資料以驗證性因素分析(CFA)、信度分析、描述性統計、獨立樣本 t 檢定、單因子變異數分析(One-way ANOVA)、相關分析及階層迴歸分析等統計方法進行分析。本研究獲得結論如下: 一、組織變革抗拒對員工敬業度具有顯著負向影響。 二、轉換型領導風格對組織變革抗拒具有顯著負向影響。 三、轉換型領導風格對員工敬業度具有顯著正向影響。 四、轉換型領導風格對組織變革抗拒與員工敬業度之關係具調節效果。
The purpose of this research is to discuss the effect of resistance regarding organizational change and the style of transformation leadership to employee’s engagement. According to the objects, we take Workforce Development Agency, including regional branches as previous Employment Service Stations. There are five mainly class of the employees, which comprises public servant, vocational-trained profession, hiring staff, contracted staff, mechanic, fellow worker and temporary staff (self-employed people). To achieve the purpose, it is involved questionnaire survey via probing related documents. When conducting the conclusion, some of the specific solutions will also be provided as information for relevant units and subsequent researchers. There were about 848 questionnaires sent by mail and 706 obtained in return. The effectiveness of survey is 676; eight out of ten test subjects is valid. All the data use statistically methods to analyze, including Confirmatory Factor Analysis (CFA), Reliability Analysis, Descriptive Statistics, Independent Sample T-test, Analysis of Variances (One-Way ANOVA), Correlation Analysis and Hierarchical Regression Analysis. The conclusions of this research are as following: 1.The resistance in organizational change has negatively effect on employee’s engagement. 2.The style of transformation leadership has negatively effect to the resistance in organizational change. 3.The style of transformation leadership has positively effect on employee’s engagement. 4.The style of transformation leadership has evolved moderately effect to the relationship between the resistance in organizational change and the employee’s engagement.