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研究生:劉寧
研究生(外文):Ning Liu
論文名稱:企業文化、組織承諾、及組織變革態度之關係研究--以日月光集團半導體後段製程三家公司整合為例
論文名稱(外文):The Study on Relationships Between Corporate Culture, Organizational Commitment, and Attitude Toward Organizational Change --An Empirical Study of ASE (Advanced Semiconductor Engineering)Group Integration in Taiwan
指導教授:譚伯群譚伯群引用關係
指導教授(外文):Ber-Tram Tan
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系(EMBA)專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2003
畢業學年度:91
語文別:中文
論文頁數:107
中文關鍵詞:組織變革組織承諾企業文化半導體
外文關鍵詞:organizational changecorporate cultureorganizational commitmentsemiconductor
相關次數:
  • 被引用被引用:121
  • 點閱點閱:2124
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  • 下載下載:383
  • 收藏至我的研究室書目清單書目收藏:13
  不斷的改變已為時代所趨,企業任何組織型態,因企業管理與發展之需求而衍生,人是其中最主要之構成要素,「人的問題」成為組織變革中成功與否的關鍵所在。

  半導體產業,其產品可視為技術密集與資本密集行業的典範,該產業快速變化之競爭下,「變革」更可說是其最大的特色。本研究擬藉由台灣日月光集團半導體產業後段製程之三家公司整合,探討組織變革進行中,員工之組織承諾與企業文化與其之相關與影響,共發出600份問卷,有效回收393份。彙總資料先經過因素萃取及信度檢定;以t檢定及變異數分析探討不同個人變項在各構面間平均值之差異;以典型相關分析來探討企業文化與組織承諾之互動關係;利用迴歸分析來探討企業文化與組織承諾對組織變革態度之影響關係,最後用線性結構關係模式來驗證整體架構。

  本研究發現,不同公司別與個人特徵皆對於企業文化、組織承諾與組織變革態度各構面部分因素有顯著差異:主導變革之日月光公司,對於組織變革態度上,如變革適應、競爭力效益與管理與運作效益預期都比其餘兩家公司為高,建議主導變革(整合)之公司,應考量被整合公司之狀況,並妥善做好變革管理,方能使組織變革真正達於預期效益。此外,職級較低的作業員工與一般員工、年資4~6年者與年齡35歲以下者,為公司之多數族群,亦為競爭力之基礎,其對於企業文化、組織承諾與組織變革態度各構面顯著差異之傾向亦為最低,應就向心力之加強與政策溝通與有效互動多所努力,以期落實企業政策與目標。

  此外,本架構中各構面之相互關係探討得知:組織承諾如「情感性承諾」與「規範性承諾」時,對企業文化存有互動之影響。當企業文化傾向於創新服務團隊型,加上情感上歸屬認同組織時,對變革適應、政策溝通與權益保障、變革參與及配合有正面之助益;當企業文化傾向於創新服務團隊型,加上道義上歸屬認同組織時,對政策溝通與權益保障、競爭力效益、管理運作效益、變革參與及配合有正面之助益;當企業文化傾向於重視倫理型,加上因離職成本考量而歸屬認同組織時,對變革適應有負面之影響;重視倫理型文化與持續性承諾個別皆對組織變革態度部分因素產生負面之影響效果。

  對後續研究者,建議可於本研究對象整合完畢後,針對整合績效做一深入探討,使本研究更趨完整。此外,亦可增加其他構面,如經營策略、領導風格與經營績效等來探討對組織變革之影響。就研究對象方面,可對該產業相關公司或不同產業變革活動進行相關研究,以驗證其中之異同處。
  Continuous change has already been the trend of this era. Various organizational structures are derived from the need of business administration and development. People are the most essential component in any kind of organization and shall be the key to success of organizational change. This study is an empirical investigation on relationships between corporate culture, organizational commitment, and attitude toward organizational change of ASE (Advanced Semiconductor Engineering) Group integration in Taiwan with 600 questionnaires handed out and 393 valid ones retrieved for statistic analysis.

  As to the finding, all of company and personal variables have significant differences in corporate culture, organizational commitment and attitude toward organizational change. The tendency is significantly higher for change leading company in change adaptability, competitiveness benefit, and administration and operation benefits than the other two companies. So, change management is essential to take all situations of integrated companies into consideration. Besides, employees with lower position, 4~6 working years and age under 35, who are the majority of company competitiveness, have lower tendency. Improvement of effective communication, interaction and the centripetal force to reach company’s goals is needed.

  Besides, affective and normative commitments have significant interaction with corporate culture. Furthermore, seniority-oriented corporate culture and continuance commitment have negative influence on attitude toward organizational change; innovation and service-oriented corporate culture, affective and normative commitments positively affect attitude toward organizational change.

  It is suggested that the following researcher can make a further study on change performance after this integration has been finished. Besides, those such as business policy, leadership, and performance can be added to this structure for the investigation of the influence upon organizational change. As to the study objects, related companies in the same industry or different companies of industries can be adopted for the empirical investigation.
中文摘要 I
ABSTRACT II
誌謝 III
圖目錄 VII
表目錄 VIII

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 研究流程 2
 第四節 研究範圍 3

第二章 文獻探討 4
 第一節 半導體後段製程(封裝、測試)產業概述 4
 第二節 企業文化 7
 第三節 組織承諾 11
 第四節 組織變革 17
 第五節 各構面之互動關係探討 27

第三章 研究方法 37
 第一節 研究架構與研究假設 37
 第二節 問卷設計 42
 第三節 抽樣設計與調查對象 42
 第四節 研究樣本與問卷回收 43
 第五節 資料分析方法 47
 第六節 研究限制 50

第四章 實證分析與探討 52
 第一節 研究構面之敘述統計分析 52
 第二節 研究構面之因素分析及信度分析 58
 第三節 各研究構面之差異分析 65
 第四節 企業文化與組織承諾兩構面之互動影響關係 74
 第五節 企業文化與組織承諾對組織變革之影響關係 75
 第六節 線性結構關係模式 83
 第七節 研究假設檢定結果 87

第五章 結論與建議 89
 第一節 結論 89
 第二節 建議 90

參考文獻 92
一、中文部分 92
二、英文部分 96
附錄一:本研究問卷 102
個人簡歷 107
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