繼美國次級房貸風暴之後,2008 年9 月雷曼兄弟也宣佈破產,此舉引發了全球性金 融海嘯,台灣經濟也受到空前打擊,2009 年5 月份失業率更達創新高的5.83%。是故, 組織必須隨著此一變動而進行變革,以提高組織效能,俾能更迅速、更有彈性以迎戰市 場競爭威脅與因應科技資訊發展。 本研究為探討基層員工及中階主管之受僱者,在組織進行變革後面對不明的未來所 產生不安全感或失落感或不信任時,組織變革的認知與工作態度(組織承諾、工作投入、 工作滿足)間相互影響的情形,並探討人口統計變項在組織變革的認知、組織承諾、工 作投入、工作滿足上之差異是否達顯著。 本研究問卷採封閉式問題之問卷,以便利抽樣法向電子業、服務業、金融業部份現 職受僱者取得150 份初級資料;整理再將有效之132 份問卷續以SPSS 統計套裝軟體運 用:1.描述性統計分析、2.信度檢定、3.皮爾森相關分析、4.獨立樣本t檢定、5.單因子 變異數分析、6.Scheffe 多重比較檢定做資料統計分析。彙整各種分析得到下列發現或結 論: 1、組織變革的認知與組織承諾有負向顯著相關。 2、組織變革的認知與工作滿足有負向顯著相關。 3、組織變革的認知與工作投入呈不相關。 4、組織變革的認知、組織承諾、工作投入、工作滿足之部份構面會因部份人口統 計變項之不同而有顯著差異。
Due to the prime mortgage crisis of America, the Lehmen Brothers Inc. has filed for bankruptcy protection since last September. The global financial crisis was triggered as well. Taiwan’s economy is also hurt badly, and the jobless rate has reached 5.83% in May, 2009. Therefore, the organizations should make change to raise organizational effectiveness, with more fastness and flexibilities, to face the threat of market competition and cope with the development of IT technology. This study investigates the mutual influences between the cognition of organizational change and the job attitude (organizational commitment, job involvement, job satisfaction) when the feeling of unsafe, lost, or distrust are occurred in ambiguous future for the personnel and middle managers. Additionally, to realize whether the differences of population statistics variable, among cognition of organizational change, organizational commitment and job involvement have significant effects. This study adopts closed questionnaires, and use convenience sampling to collect 150 copies of primary data from the existing employees of electronic industry, service industry, and banking industry. Using SPSS software for data analysis by 1: descriptive statistics analysis, 2: reliability analysis, 3: Pearson correlation analysis, 4: independent-samples t test, 5: One-way ANOVA, 6: Scheffe multiple comparison test. Summarizing various analysis and got the following found or results: 1、There was negative significant relation between the cognition of organizational change and organizational commitment. 2、There was prime mortgage negative significant relation between the cognition of organizational change and job satisfaction. 3、There wasn’t any relation between the cognition of organizational change and job involvement. 4、Some aspects of cognition of organizational change, organizational commitment, job satisfaction and job satisfaction had significant differences for different population statistics variables.