臺灣博碩士論文加值系統

　　本研究主要探討國內進行購併活動的企業對被購併企業員工進行企業文化訓練的情況、企業文化訓練的程度對被購併企業員工之企業文化認知之影響，以及企業文化認知的程度對被購併企業員工的組織承諾之影響。本研究以問卷調查的方式對民國77年至民國86年國內12家主購併公司內被購併企業績留的員工進行調查，共得130份有效問卷，資料分析結果如下：
　　1.國內進行購併之企業最常使用之企業訓練方式為分組討論法，其次為演講、研討會、問題回饋、個案探討、團體活動，而角色扮演及電影討論法實施的程度較低。
　　2.將組織承諾量表以因素分析方法萃取出三個構面，分別為「對公司的投入與認同」、「對公司的向心力」及「留職意願」。
　　3.企業文化訓練程度對整體企業文化認識、企業文化認知之共同價值觀認知構面、共同行為模式認知構面、象徵性活動構面以及整體組織承諾、組織承諾之對公司的投入與認同構面、對公司的向心力構面有正向影響，但對留職意願構面則無顯著的影響。
　　4.整體企業文化認識對整體組織承諾、對公司的投入與認同構面、對公司的向心力有正向影響，但對留職意願則無顯著影響。
　　5.企業文化認識之共價值觀認識構面對整體組織承諾、對公司的投入與認同構面、對公司的向心力構面有正向影響，同樣對留職意願沒有顯著的影響。
　　6.企業文化認知之共同行為認知構面僅對對公司的投入與認同構面的顯著影響，對整體組織承諾、對公司的向心力、留職意願皆無顯著影響。
　　7.象徵性活動認識對整體組織承諾及其三個構面都無顯著影響。

　　The purpose of this study is to understand the status of corporate-culture training being practiced by the acquiring firms, the effect of corporate-culture training degree on employees'' organizational commitment, and the relationship between the organizational culture
　　recognition and employees'' organizational commitment of merged firms. This article made a survey of 130 employees of which firms being merged or acquired during 1988 to 1977. The results are summarized as follows:
　　1.Three ways of corporate-culture training:"group discussion" and "work shop" are used more frequently than others.
　　2.Use factor analysis to generate three key factors: "tectues" "involement and identification to organizations" "loyalty to organizations" and "willingness to stay" from organizational commitnment questionnaire
　　3.Corporate-culture training has a positive effect on organizational culture recognition, three factors of culture recognition, organizational commitment, involvement and identification to organizations and loyalty to organizations, but has no significant effect on willingness to stay.
　　4.Organizational culture recognition has a positive effect on organizational commitment, involvement and identification to organizations and loyalty to organizations, but has no significant effect on willingness to stay.
　　5.Common value recognition has a positive effect on organizational commitment, involvement and identification to organizationas and loyalty to organizations but has no significant effect on willingness to stay.
　　6. Common behavior norm recognition only has a positive effect on involvement and identification to organization.
　　7.Symbolic activities recognition has no significant offect on organizational commitment and three factors of organizational commitment.