論文摘要

購併背後通常隱含著巨大的組織變革，留存的被併公司員工在面對購併後的新公司時，儼然就像是新進員工面臨剛就職的組織，充滿著陌生和不確定感。因此，本研究將探討新進人員適應議題中經常運用到的期望符合度概念帶入購併議題中，並納入員工知覺組織支持的概念，探討員工在購併後所產生的期望落差和所知覺到組織關心自己的程度，對其組織承諾與壓力感受的影響。
為避免時間因素對期望落差的調整作用，和回溯資訊困難造成效度不佳之虞，特選定半年至兩年內的購併案進行研究。因為考量到被併公司員工所受到的衝擊較大，所以主要針對留任的被併公司員工進行問卷調查，並以購併過程中較少機會參與協商與決策的中階管理階層以下之員工為主。
研究發現購併後被併公司員工對新公司的工作規定和相關福利措施，乃至於個人與整體組織的配適可能會產生期望落差。而此種期望落差會對員工的壓力感受與組織承諾產生影響。期望落差除了對員工的組織承諾和壓力反應有直接的影響效果外，還會透過員工對組織支持的知覺，間接影響到員工的組織承諾。
另外，經實證後發現購併後工作期望落差所造成之影響，較適合用工作壓力等與工作較直接相關的績效指標來衡量。而價值觀配適期望落差所造成之影響，則較適合用認知層面的指標，如知覺組織支持或組織承諾等來衡量，可供後續研究進行相關命題推論之參考。

Abstract

Mergers and acquisitions usually imply enormous organizational changes. The acquired employees feel unfamiliar and uncertain just like the newcomers to an organization. This study explores the unmet expectation of the acquired employees how to affect their work attitude and job stress after mergers. In addition, this study also discusses the role of perceived organizational support in the relationships among the met expectation, job stress and organizational commitment.
In order to avoid the difficulty of back tracking information and time factor probably cause a poor validity, we observed the research subjects that have completed mergers within the period of half to two years. Considering the impact of mergers and acquisitions on the acquired employees are greater than the acquiring ones, especially the employees under the middle management level, we selected the remained employees under the middle management level in the acquired corporation as the sample.
This empirical study found that the unmet expectation of acquired employees not only from job regulations and benefit, but also from the person-organization fit of the acquiring corporation. The unmet expectation may both affect the psychological and behavioral stress of acquired employees. It also affects the organizational commitment of acquired employees to the acquiring corporation. The unmet expectation has a direct effect on the job stress and organization commitment. It also has an indirect effect on the organizational commitment through the perceived organizational support.
This study also found that the job-related index such as job stress is a better measurement of the unmet expectation of job-related issues. The psychological index such as perceived organizational support or organizational commitment is a better measurement of the unmet expectation of person-organization fit.

目 錄

第一章 緒 論 …………………………………………… 1
第一節 研究動機 ………………………………………… 1
第二節 研究目的 ………………………………………… 4
第三節 研究程序 ………………………………………… 5

第二章 文獻探討 ………………………………………… 6
第一節 期望落差與工作壓力反應 ……………………… 6
第二節 期望落差與組織承諾 …………………………… 16
第三節 期望落差、知覺組織支持與組織承諾 ………… 21
第四節 組織承諾與工作壓力反應 ……………………… 26
第五節 初步研究架構 …………………………………… 28

第三章 個案探討 ………………………………………… 26
第一節 個案研究方法 …………………………………… 29
第二節 個案研究結果 …………………………………… 32

第四章 研究方法 ………………………………………… 38
第一節 修正後研究架構 ………………………………… 38
第二節 研究假說 ………………………………………… 40
第三節 衡量工具 ………………………………………… 43
第四節 量表修訂 ………………………………………… 51
第五節 研究樣本 ………………………………………… 53
第六節 資料分析方法 …………………………………… 54

第五章 研究結果 ………………………………………… 56
第一節 樣本特性分析 …………………………………… 56
第二節 變數關係分析 …………………………………… 60
第三節 衡量模式分析 …………………………………… 62
第四節 結構模式分析 …………………………………… 69

第六章 結論 ……………………………………………… 81
第一節 研究結論 ………………………………………… 81
第二節 研究貢獻與建議 ………………………………… 84

參考文獻 …………………………………………………… 89

附錄一 美國購併風潮 …………………………………… 101
附錄二 經郵寄方式取得之樣本的分析結果 …………… 102
附錄三 研究問卷 ………………………………………… 103

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