臺灣博碩士論文加值系統

近年來政府陸續採行金融機構整合、改革措施，希望能經由合併或併購之過程，提升銀行經營規模、經營績效與競爭力，達成政府、銀行及員工三贏之境界。本研究探討銀行業組織變革後，銀行內部員工其組織政治行為與組織犬儒主義態度展現，對員工組織公民行為的影響，同時依不同的個人屬性探討員工在各構面之之差異性。本研究以銀行員工為研究對象，經回收問卷347份。透過因素分析、信度分析及運用結構方程模式(SEM)來驗證各研究構念的影響關係。
而這種對未來不確定性的預期心理，員工對未來工作之權益福利、工作內容、組織經營運作之認知，勢必將影響反應到員工工作行為上。結果發現銀行員工的組織變革知覺越高，越容易對組織政治知覺跟組織犬儒主義有正向影響。其次，組織政治知覺跟組織犬儒主義對組織公民行為有負向影響。再者，員工其組織變革知覺對組織公民行為並無顯著影響。最後，組織政治知覺對組織犬儒主義有正向影響。當銀行業進行組織變革時，須重視員工心理狀態的行為發展，其對組織變革會照成阻礙外，對工作的表現也會有影響。

In recent years, government continually adopts a series of policies like financial institution integration and financial reform to make Taiwan Financial Frame sound. Furthermore, these policies are much expected to increase the capital size of banks, enhance business performance of agility, flexibility, adaptation and competitiveness through mergers, acquisitions and consolidations. The purpose of this study is to explore the perception of organizational politics and organizational cynicism of bank’s employee, and how perception affect the organizational citizenship behavior after the organization’s changing. Through a series of mail survey of 347 bank’s employees. The data was analyzed by factor analysis, reliability analysis, using the SEM to measure the relationship amongst the constructs.
As far as employees in banks are concerned, most might suffer the long-term impact of the future uncertainty about employee lay-off, relocation, salary reduction and increasing job-load and so on under unexpected environment change. The results showed that perception of organizational change has positive effects on perception of organizational politics and cynicism. Additionally, the perception of organizational politics and cynicism has negative effect on organizational citizenship behavior. Therefore, Perception of organizational change has no significant influence on organizational citizenship behavior in banks. Finally, the perception of organizational politics has positive effects on cynicism. When the banking on the organizational change, it is important to pay attention to the behavior development of employees in that not only does it hinder the organization changing, but also it influences employees’ performance.

中文摘要 I
英文摘要 II
目錄 III
表目錄 V
圖目錄 VII
第一章 緒論 8
第一節 研究背景與動機 8
第二節 研究目的 12
第三節 研究流程 13
第二章 文獻探討 14
第一節 組織變革知覺 14
第二節 組織政治知覺 23
第三節 組織犬儒主義 34
第四節 組織公民行為 45
第五節 各變項間關係推導 55
第三章 研究方法 63
第一節 研究架構 63
第二節 研究假設 66
第三節 研究變項之操作性定義與衡量 72
第四節 研究對象與樣本分析 80
第五節 資料分析方法 86
第四章 研究結果分析與討論 88
第一節 因素分析與信度分析 88
五、修正後之研究架構與假設 100
第二節 各研究構面間之複迴歸分析 104
第三節 整體理論架構模式關係分析 115
第四節 不同員工特性在各構面間差異性分析 125
第五節 研究驗證結果 137
第五章 結論與建議 140
第一節 研究結論 140
第三節 研究限制 146
參考文獻 148
一、中文部分 148
二、英文部分 151
附錄 研究問卷 145

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