臺灣博碩士論文加值系統

本研究主要針對台灣某個案進行組織變革的過程中，員工離職傾向的研究，由於員工面對組織變革所產生的不確定感，其解讀是因人而異的。本研究主要是基於計畫行為理論，試圖探討變革過程中員工心理上的不確定感對於態度的影響，並且去釐清計畫行為理論中「態度」「主觀規範」及「知覺行為控制」等因素與員工反應之間關係；本研究提出一個概念模式，針對個案組織進行實證研究，透過問卷調查法共取得有效樣本共計354份，研究結果顯示，提出的八個假設中，三項假設不成立，即「不確定感」對「組織承諾」呈現正向顯著，與原假設負向關係不符；「工作滿足」對「離職傾向」及「知覺行為控制」對「離職傾向」不顯著，其餘有五個假設均達到顯著水準；由於計畫行為理論中兩種態度構面「工作滿足」與「組織承諾」因為具高度的相關性，研究分析結果，工作滿足單方面的努力對降低離職傾向並無統計上的顯著影響，員工唯有對組織有了先期的承諾之後，工作滿足才可藉承諾態度，進而降低離職傾向，這可能是管理者需特別留心的事；另外從「主觀規範」對「離職傾向」呈現正向顯著關係顯示，員工若越易受上級及同事影響，個性上應屬於比較容易受人干擾而產生從眾行為的個體，會具有比較高的離職傾向。

This paper examines the impact of employee turnover under organizational changes, focused on a case study in Taiwan. Due to uncertainty of employees in response to the organizational change, each individual has a different way of interpretations on their cognitive. This study is based on the theory of planned behavior, attempts to explore the uncertainty of the process of change in the attitude of the staff psychological impact, and to clarify the theory of planned behavior in &;quot;attitude&;quot;, &;quot;subjective norms&;quot; and &;quot;perceived behavioral control&;quot;, In order to discuss the relationship between those factors and the staff response. This study presents a conceptual model for empirical research. A total of 354 valid samples are collected. The results showed that eight of assumptions, except &;quot;uncertainty&;quot; to &;quot;organizational commitment&;quot; presented significant positive impact. The relationship is inconsistent with the original negative assumptions; &;quot;job satisfaction&;quot; to &;quot;turnover&;quot; and &;quot;perceived behavioral control&;quot; to &;quot;turnover&;quot;, are unsupported. The rest of the five hypotheses have reached to a significant level. Since the theory of planned behavior in the two attitudes facet, &;quot;job satisfaction&;quot; and &;quot;organizational commitment”, have a high degree of correlation. Analysis results shows that &;quot;Job satisfaction&;quot; of unilateral efforts have no statistically significant effect for reducing turnover intention. Only after employee of the organization with early commitments, &;quot;Job satisfaction&;quot; is available through the commitment attitude, thereby reducing turnover intention. This may be something managers need special care; besides, &;quot;subjective norms&;quot; to &;quot;turnover&;quot; presents significant positive relationship, if employees show more vulnerable affect by superiors and colleagues, which personality should be a relatively easy arising &;quot;conformity behavior&;quot; interference by others, it would have a relatively high turnover intention.

誌謝 i
中文摘要 ii
Abstract iii
目錄 iv
表目錄 viii
圖目錄 viiii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 論文結構 2
第四節 研究流程與內容 3
第二章 文獻探討 5
第一節 變革理論與民營化過程 5
第二節 不確定感 6
第三節 計畫行為理論 9
一、態度 10
二、主觀規範 12
三、知覺行為控制 13
第四節 員工反應行為 13
第三章 研究方法 16
第一節 研究假設 16
一、員工不確定感對態度的影響 16
二、計畫行為理論構面與員工反應行為關係 16
第二節 研究架構 17
第三節 變項的定義與衡量方法 18
一、不確定感 18
二、計畫行為理論 19
三、員工反應行為 21
第四節 研究對象 22
第五節資料分析方法 22
一、Cronbach’s 信度分析 22
二、敘述性統計分析 (Descriptive Statistics Analysis) 23
三、測量模式分析 (Measurement Model Analysis) 23
四、結構方程模式 (Structural Equation Modeling, SEM) 23
第六節 預試資料分析 23
一、不確定性 25
二、變革態度(承諾) 26
三、變革態度(工作滿足) 27
四、主觀規範 28
五、知覺行為控制(自我效能) 28
六、員工反應(離職傾向) 29
第四章 資料分析與結果 31
第一節 敘述性統計分析 31
一、樣本結構 31
二、人口統計變項對離職傾向的差異分析檢定 33
三、皮爾森相關分析(Pearson Correlation Analysis) 37
第二節 測量模型分析 38
第三節 結構模型分析 42
第五章 結論與建議 45
第一節 結論 45
第二節 建議 45
第三節 研究限制 46
參考文獻 48
一、中文部份 48
二、英文部份 49
附錄一：研究問卷 52

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