員工組織變革認知、群體凝聚力、關係品質對組織公民行為的影響

The Impact of the Organizational Change Recognition & Group Cohesion and Relationship Quality on Organizational Citizenship Behavior

林曉吟(Hsiao-Yin Lin)

指導教授 ： 黃曼琴

淡江大學/管理學院/企業管理學系碩士在職專班/碩士(2008年)

https://doi.org/10.6846/TKU.2008.00650

摘要

IC設計產業為台灣科技產業關注的焦點，國內針對IC設計公司的研究多從財務、策略等面向探討，缺少對企業組織、員工特性的描述，本研究以組織面向切入，試圖了解IC設計產業員工之「組織變革認知」、「群體凝聚力」及「關係品質」是否會影響「組織公民行為」的產生。研究目的歸納如下：
一、比較IC設計產業，不同的員工在變革認知、群體凝聚力、關係品質與組織公民行為上是否有顯著差異。
二、探討IC設計產業員工的組織變革認知分別對群體凝聚力、關係品質、組織公民行為的影響。
三、探討IC設計產業員工的群體凝聚力、關係品質對組織公民行為的影響。
四、探討IC設計產業員工組織變革認知、群體凝聚力、關係品質與組織公民行為之間的關係。
本研究採用問卷調查法，以2004年至2006年國內前十大IC設計產業員工為問卷對象，共發出500份問卷，回收有效問卷239份，利用SPSS及Amos統計軟體驗證研究假設。研究結果顯示：
一、比較員工對各變數間之差異，於「年資」之差異影響構面最多。在群體凝聚力之「個人凝聚力」、關係品質之「平行關係」及組織公民之「認同公司」差異比較上，工作年資三至五年者，低於年資較低者。而在目前公司年資上，三至五年及五年以上者，在群體凝聚力之「個人凝聚力」、關係品質之「對上關係」及組織公民之「人際和諧」方面，低於目前公司年資一年以下員工。
二、組織變革認知除「組織變革效益」對組織公民行為之「良知行為」無顯著影響外，其餘各構面皆對組織公民行為有顯著影響。
三、員工組織變革認知對群體凝聚力、關係品質皆有顯著影響。
四、員工所在組織中，群體凝聚力對關係品質有顯著影響。
五、員工所在組織中，群體凝聚力、關係品質皆對組織公民行為有顯著影響。
六、關係品質對員工組織變革認知及組織公民行為間具有中介關係。
七、群體凝聚力對員工組織變革認知及組織公民行為間具有中介關係。
八、群體凝聚力對員工組織變革認知及關係品質間具有中介關係。
九、員工組織變革認知會經由群體凝聚力、關係品質的路徑效果對組織公民行為產生顯著影響。

關鍵字

組織變革認知 ； 群體凝聚力 ； 關係品質 ； 組織公民行為

並列摘要

IC design industry is the focus in the technology industry in Taiwan. Most domestic researches upon IC design company discuss from the aspect of finance, strategy, etc, however, description of industrial organization and employee character are insufficient. This research discusses from the aspect of organization with the intention to understand whether the organizational change recognition, group cohesion and relationship quality of the employee in IC design industry influence the existence of organizational citizenship behavior. Research purposes are generalized as below:
I. To compare if obvious difference exists in organizational change recognition, group cohesion, relationship quality and organizational citizenship behavior among different employees in IC design industry.
II. II. Discuss the influence of organizational change recognition upon group cohesion, relationship quality and organizational citizenship behavior of employees in IC design industry.
III. III. Discuss the influence of group cohesion & relationship quality upon organizational citizenship behavior of employees in IC design industry.
IV. IV. Discuss the relationship between organizational change recognition, group cohesion, relationship quality and organizational citizenship behavior of employees in IC design industry.
Questionnaire survey is conducted in the research with the targets of employees in the top 10 domestic IC design industries from year 2004-2006. 500 questionnaires are issued in total with 239 effective receipt copies. SPSS and Amos statistic software are applied to verify the research assumptions. Research results are listed as below:
I. After comparison of the variables of employees, the difference in “seniority” has the greatest influence in the dimension. In the comparison of the “individual cohesion” of group cohesion, “parallel relationship” of relationship quality and “corporate identification” of organizational citizenship, those with work experience from 3-5 years are lower than those with less seniority. In addition, their results in “individual cohesion” of group cohesion, “relationship to the superior” of relationship quality and “interpersonal agreeableness” of organizational citizenship are lower than those with the seniority less than 1 year.
II. Expect the unapparent influence upon “conscience behavior” of “organizational change result”, other aspects of organizational change recognition show obvious influence upon organizational citizenship behavior.
III. Organizational change recognition of the employees has obvious influence upon group cohesion and relationship quality.
IV. In the organization where the employees belong to, group cohesion has obvious influence upon relationship quality.
V. In the organization where the employees belong to, group cohesion and relationship quality have obvious influence upon organizational citizenship behavior.
VI. Intermediary relationship exists between relationship quality and organizational change recognition & organizational citizenship behavior of employees.
VII. Intermediary relationship exists between group cohesion and organizational change recognition & organizational citizenship behavior of employees.
VIII. Intermediary relationship exists between group cohesion and organizational change recognition & relationship quality of employees.
IX. Organizational change recognition has obvious influence upon organizational citizenship behavior through the route of group cohesion and relationship quality.

並列關鍵字

Organizational Change Recognition ； Group Cohesion ； Relationship Quality ； Organizational Citizenship Behavior

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