臺灣博碩士論文加值系統

本研究主要是探討金融控股併購後，留任員工之工作壓力、工作負荷、職業承諾與組織承諾的關聯性，為能夠深入地瞭解組織併購後對留職員工所造成的影響，本研究採取兩階段研究設計，分成「第一階段研究:深度訪談」與「第二階段:問卷調查」兩大部份，首先利用質性研究以個案訪談方式，針對金融控股公司之員工進行實際的個案訪談，探討金融控股公司併購後留職員工之工作壓力工作負荷、職業承諾與組織承諾等關聯性研究，再以比例分層抽樣法，統計國內十四家金融控股員工人數，依員工人數比例進行問卷發放並利用SPSS進行資料分析，共取得有效樣本共351份，並利用階層迴歸分析進行研究假設之驗證。本研究主要發現為：1.併購後留職員工工作壓力對組織承諾有顯著負相關性 ; 2.併購後留職員工工作壓力對職業承諾無相關性 ; 3.併購後留職員工工作負荷對組織承諾有顯著負相關性；4.併購後留職員工工作壓力與職業承諾無相關性；5.併購後留職員工組織承諾與職業承諾有顯著正相關性，對管理者而言，降低員工工作壓力、工作負荷及強化員工的職業承諾將是提升組織承諾的重要關鍵。最後，本研究依研究結果提供相關建議，並對學術及實務上的管理意涵加以討論。

This study is to explore financial holding merger and acquisition, the survivor’s job stress, workload, occupational commitment and organizational commitment to the relationships. This study to Two-stage study design, "first-phase:-depth interviews" and the "second stage: survey" part two, the first use of qualitative research on a case interviews, the financial holding company for the staff of the actual cases interviews of the survivor’s staff job stress, workload, occupational commitment and organizational commitment, then the proportion stratified sampling method, statistical 14 domestic financial holding the number of employees, according to the proportion of staff SPSS use of questionnaires and data analysis, a total of 351 valid samples were in, and use of regression analysis conducted on the assumption that verification.
The results found that: 1. Mergers and acquisitions staff to stay after job stress on the organizations commitment to a significant negative correlation, 2. Mergers and acquisitions to stay after job stress on staff with relevant occupational commitments, 3. Mergers and acquisitions staff to stay after workload on the organizations commitment to a significant negative correlation, 4. Mergers and acquisitions to stay after workload on staff with relevant occupational commitments, 5. Mergers and acquisitions staff to stay after occupational commitment on the organizations commitment to a significant positive correlation , To reduce job stress on staff, workload and strengthen the staff's occupational commitment is to enhance organizational commitment will be key. Finally, according to the findings of this study provide relevant recommendations, and academic and practical significance of the management to be discussed.

中文摘要 i
英文摘要 ii
目次 iii
圖次 vi
表次 vii
第一章 緒論 1
1.1 研究背景 1
1.2 研究動機 2
1.3 研究目的 6
1.4 研究流程 6
第二章 文獻探討 8
2.1 併購 8
2.1.1 併購的定義 8
2.1.2 併購的型態 9
2.1.3我國金融機構併購動機 10
2.1.4金融控股公司概述 11
2.2 工作壓力 13
2.2.1工作壓力的定義 13
2.2.2工作壓力的來源與效應 14
2.3 工作負荷 17
2.4職業承諾 18
2.4.1職業承諾定義 19
2.5 組織承諾 20
2.5.1組織承諾的定義 20
2.5.2組織承諾的理論模式 22
2.6工作壓力與組織承諾間之關係探討 23
2.7 工作壓力與職業承諾間之關係探討 24
2.8工作負荷與組織承諾間之關係探討 25
2.9 工作負荷與職業承諾間之關係探討 26
2.10職業承諾與組織承諾之關係探討 28
第三章 研究方法 30
3.1 第一階段研究:深度訪談 30
3.1.1程序與問題設計 30
3.1.2訪問對象 31
3.1.3資料分析方法 31
3.2 第二階段研究:問卷調查 31
3.2.1研究架構 31
3.2.2研究變項之操作型定義與衡量 32
3.2.3控制變數 34
3.3資料蒐集與研究對象 35
3.3.1研究對象 35
3.3.2抽樣方法 35
3.3.3前測分析 36
3.3.4問卷回收 36
3.4資料分析方法 38
第四章 資料分析與結果 39
4.1正式問卷發放 39
4.1.1樣本之個人基本資料分析 39
4.1.2量表檢測與衡量結果 41
4.2研究變項簡單相關分析 45
4.3假設驗證 46
4.3.1工作壓力與組織承諾之階層迴歸分析 46
4.3.2工作壓力與職業承諾之階層迴歸分析 47
4.3.3工作負荷與組織承諾之階層迴歸分析 47
4.3.4工作負荷與職業承諾之階層迴歸分析 48
4.3.5工作負荷與職業承諾之階層迴歸分析 49
第五章結論與後續研究建議 50
5.1研究結論 51
5.2理論與實務貢獻 52
5.3研究限制 52
5.4 未來研究建議 53
參考文獻 54
中文參考文獻 54
英文參考文獻 56
附錄 63
附錄A :約訪信函 63
附錄B :約訪大綱 64
附錄C :問卷 65
附錄D :各國失業率統計 69

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