組織變革的認知、組織認同與組織承諾關係之研究—以台灣區科技產業為例

The Study of relationship amongog the perception of Organizational Change, Organizational Identification and Organizational Commitment

李雅惠(Ya-Hui Lee)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2009年)

摘要

全球經濟的大環境不斷地在改變、區域與市場發展的趨勢在變、產品應用的領域在變、顧客的需求以及產業標準也不斷的改變。如果企業不能保持彈性創新、求變的能力，以因應外部環境需求進行迅速、有效的變革與調整，很可能被歷史與變動的潮流所淹沒。
本研究針對台灣地區科技產業的員工為研究對象，探討員工面臨變革之下組織變革的認知、組織認同與組織承諾三變項之間彼此的關係與影響，並探討不同屬性員工的差異性。採用問卷調查的方式，並對資料進行量化分析研究，經由因素分析、變異數分析與迴歸分析等統計方法進行實證研究，研究結果如下:

一、 科技產業員工的組織變革認知、組織認同與組織承諾各因素構面間具有顯著正相關。
二、 組織認同在員工組織變革認知與組織承諾之間係具有中介效果。
三、 不同屬性的員工在組織變革認知、組織認同與組織承諾具有部分的差異，尤其在年資方面，十年以上年資者對組織變革的認知愈高、組織認同愈高且對組織承諾也愈高。

依據研究結果發現，組織應重視並建立員工正面的變革認知，提高組織認同，進而產生對組織承諾，以提升組織績效與維持組織的競爭優勢。

關鍵字

組織變革的認知 ； 組織認同 ； 組織承諾

並列摘要

The global economy environment is constantly change, so do the region and the market development tendency and the product application domain. Present day, organizations are facing greatest challenges like new trends, behaviors, developments, competitions and strategies. If the enterprise cannot sustain competency of innovation effectively and adapt changes in the rapid changing environment it would very likely to be submerged by the tidal current.This study investigates the employees in the high-tech industry as samples to draw on the relationship among three variables: the organization change perception , organizational identification and organizational commitment while facing organizational transformations.

This research adopted the methods of descriptive statistics, factor analysis, t-test, analysis of variance, regression analysis for the empirical research. The results this research revealed were as following:

1.Employees’ perception for organizational change、organizational identification and organizational commitment are positively related to one another.

2.The organizational identification has mediating effects between employees’ perception for organizational change and organizational commitment.

3. There are partial significant differences on organizational change perception , organizational identification and organizational commitment among different attributes especially in the period of service over 10 years aspect. The study has shown that staffs that worked above ten years of the period of service in the organization, those staff with high seniority will have higher commitment towards to organizational change perception, moreover, they also contributed more in organizational identification and they have higher commitment and willing to participate more towards organizational transformation.

The results of this study suggest that organization should enhance the positive perception of organizational change in order to increase organizational identification and commitment among employees. As a result, organizational performance is expected to be improved and the core competency of organization is sustained.

並列關鍵字

organizational change perception ； organizational identification ； organizational commitment

參考文獻

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