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研究生:陳雲琴
研究生(外文):Yun-Chin Chen
論文名稱:員工組織變革預期與工作不安全感關係之研究-以中油公司為例
論文名稱(外文):A Study on Relationship between Organization Change and Job Insecurity of Professionals in Chinese Petroleum Corporation
指導教授:盧淵源盧淵源引用關係溫金豐溫金豐引用關係
指導教授(外文):Luan-Yuan LuJin-Feng Uen
學位類別:碩士
校院名稱:國立中山大學
系所名稱:企業管理學系研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2004
畢業學年度:92
語文別:中文
論文頁數:167
中文關鍵詞:技能特殊性自我效能組織變革工作不安全感內外控人格特質工作投入工作異動
外文關鍵詞:job reshuffleself-efficiencyorganization change contextspecific skillpersonality of internal-external controljob involvementjob insecurity
相關次數:
  • 被引用被引用:20
  • 點閱點閱:319
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:6
近年來大陸經濟崛起,部份產業西進及外移,加上政治不安全感,很多產業關廠歇業或業務緊縮,台灣經濟有明顯衰退趨勢,眾多員工感受到不安全感;而國營企業在政府財政需求及民營化趨勢下,亦紛紛移轉民營,面對組織變革,員工由於工作變動威脅而產生不安全感,進而影響員工的工作投入態度。
  本研究參考文獻後認為,組織變革會導致員工不安全感,員工不安全感會影響員工工作投入,而內外控人格特質、員工自我效能、技能特殊性三者,皆會在組織變革對工作不安全感的影響過程中有干擾作用。
  基於前述推論,本研究以中油公司為研究對象,形成研究架構,建立研究假設,有以下幾點重要發現:
1.個案(中油)公司員工工作特性改變之工作不安全感、工作異動之工作不安全感及整體工作不安全感、無力感得分均偏高。
2.員工組織變革預期愈高,其工作特性改變之工作不安全感,工作異動之工作不安全感,整體工作不安全感均愈高。
3.員工工作異動之工作不安全感程度愈高其工作投入程度愈低。
4.員工工作特性改變之工作不安全感或整體工作不安全感程度愈高其工作投入程度愈高。
5.員工自我效能愈高,其工作不安全感愈高。
6.員工技能特殊性愈高其工作特性改變工作不安全感及整體工作不安全感愈低。
7.組織變革預期之「組織結構與營運變動預期」因素與內外控人格特質之交互作用,對個案公司員工工作異動之工作不安全感有顯著正向干擾影響。
Many companies of Taiwan have been moved to Mainland China due to Mainland China have greatly promoted in economic. Many companies have been closed or downsized in Taiwan due to politic-insecurity in Taiwan recently. The economic of Taiwan regressed more drastic. Many people are out of employment increasingly. Many companies belong to government having been changed to private enterprise. It makes employees fell threatened under organization change context, so that they breed job insecurity and their working attitude will be affected.
After referring to the relative data, the thesis considers that under organization change context makes employees have job insecurity, which affects their job involvement. In addition, personality of internal-external control, employee self-efficiency and specific skill interfere with affection toward job insecurity under organization change context.
Based on above inferences, the thesis'' target people who are professionals in Chinese Petroleum Corporation to make an investigation framework and construct hypothesizes. It leads to the following points:
(1) CPC professionals score higher in the matter of job insecurity toward job''s characteristic change, job reshuffle and overall insecurity.
(2) These professionals perceive job insecurity, insecurity of job reshuffle and overall insecurity more when organization change context is more drastic.
(3) If these professionals score higher in job insecurity of job reshuffle, they will have less job involvement.
(4) If these professionals score higher in perceive job insecurity, and overall insecurity they will have more job involvement.
(5) If these professionals score higher in employee self-efficiency they will have more job insecurity.
(6) If these professionals score higher in specific skill interfere they will have more perceive job insecurity, and overall insecurity.
(7) Personality of internal-external control interferes with affection toward job insecurity of job reshuffles insecurity under organization structure and business change factor of organization change context.
第一章 緒論………………………………………………………..1
第一節 研究背景與動機…………………………………………..1
第二節 研究目的…………………………………………………..4
第三節 研究流程…………………………………………………..5
第二章 文獻探討…………………………………………………..7
第一節 國營事業與民營化………………………………………..7
第二節 組織變革………………………………………………….15
第三節 工作不安全感…………………………………………….23
第四節 工作不安全感的前因變項……………………………….31
第五節 工作不安全感的後果變項……………………………….38
第六節 個人相關變項的效應…………………………………….46
第三章 個案公司業務介紹……………………………………….52
第一節 中油公司創立與發展歷程……………………………….52
第二節 業務概況………………………………………………….54
第四章 研究方法………………………………………………….66
第一節 研究架構………………………………………………….66
第二節 研究假設………………………………………………….68
第三節 研究變數與操作性定義………………………………….72
第四節 研究變項衡量…………………………………………….75
第五節 資料收集方法…………………………………………….84
第六節 工作不安全感變項之轉換……………………………….91
第七節 分析方法………………………………………………….95
第五章 分析結果與討論………………………………………….97
第一節 樣本特性與研究變項之關係…………………………….97
第二節 工作不安全感之分析……………………………………114
第三節 組織變革預期及個人特質與工作不安全感之關係……116
第四節 工作不安全感與工作投入之關係………………………123
第五節 個人特質對組織變革預期
與工作不安全感關係之干擾效應………………………125
第六章 結論及建議………………………………………………133
第一節 結論………………………………………………………133
第二節 研究建議…………………………………………………140
參考文獻…………………………………………………………….142
  中文部分……………………………………………………….142
  英文部分……………………………………………………….146
附錄 研究問卷…………………………………………………….152
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