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研究生:許傳亮
研究生(外文):Robert Hsu
論文名稱:企業購併下工作壓力對員工組織承諾影響之研究—以台灣某紙業公司為例
論文名稱(外文):Research for employees’ organization commitment under the influence of working stress due to corporate mergers and acquisitions. - take a certain tissue paper company in Taiwan as the example.
指導教授:艾昌瑞艾昌瑞引用關係
學位類別:碩士
校院名稱:國立中正大學
系所名稱:企業管理所
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:2005
畢業學年度:94
語文別:中文
論文頁數:112
中文關鍵詞:工作壓力組織承諾企業文化購併
外文關鍵詞:Mergers & AcquisitionsWorking StressCorporate CultureOrganizational Commitment
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中文摘要

論文名稱:企業購併下工作壓力對員工組織承諾影響之研究─以台灣某紙業公司為例。
校(院)所別:國立中正大學企業管理研究所
畢業時間及提要:九十四學年度第一學期碩士學位論文摘要
研究生:(言午)傳亮
指導教授:艾昌瑞 博士
關鍵字:購併、企業文化、工作壓力、組織承諾
論文提要:
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」成為企業購併成本P否的關鍵所在。因此,本研究特別針對購併過程中有關企業文化及工作壓力與組織承諾間的關係作深入探討。本研究針對被同一企業購併之兩家不同企業文化員工為研究對象,採問卷調查方式,在兩家不同企業文化公司合併經四年多整合後,對員工進行問卷施測,以兩家不同企業文化公司之企業文化及工作壓力與組織承諾間之關係加以探討。
本研究之企業文化,包含了「創新挑戰」、「組織安定」、「積極進取」、「團隊導向」及「人性導向」等五個構面;而工作壓力則包含了「任務要求」、「角色要求」、「人際關係」、「組織結構」和「領導風格」五項構面,把組織承諾劃分成「價值承諾」、「努力承諾」和「留職承諾」三項構面。
本研究之問卷數據,採用信度分析、敘述性統計分析、獨立樣本t檢定、Pearson相關係數檢定、單因子變異數分析及複迴歸來分析被同一企業購併之兩家不同企業文化員工在企業文化及員工工作壓力與組織承諾間各構面的差異性;經由以上分析,本研究之實證發現如下:
1. 被購併的不同公司員工對工作壓力源的認知有部份顯著差異。
2. 被購併的不同公司員工的組織承諾有部份顯著差異。
3. 人口統計變項對工作壓力源的認知上有部份顯著差異。

4. 人口統計變項對組織承諾有部份顯著差異。
5. 工作壓力源對員工組織承諾有部份顯著影響。
由以上結果可知,員工工作壓力的舒解是有助於企業購併之成必v,而欲舒解員工工作壓力,則須從解決工作壓力源著手,高階主管應適時給予員工鼓勵或獎賞以代替懲處,使員工能提高對公司的承諾,以提升工作績效。
關鍵詞:
購併、企業文化、工作壓力、組織承諾
Abstract
Title of Thesis: Research for employees’ organization commitment under the influence of working stress due to corporate mergers and acquisitions.
- take a certain tissue paper company in Taiwan as the example.
Institution: Institute of Business Administration Department of National Chung Cheng University.
Graduated time and type of abstract: December, 2005, Thesis of Master.
Graduate Student: Robert Hsu
Advisor: Dr. C. R. Ay
Key word: Mergers & Acquisitions; Corporate Culture; Working Stress;
Organizational Commitment
Abstract:
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 should be the key of success for corporate merges and acquisitions. Therefore, this research is specially focused on the process of merges and acquisitions in regard to corporate culture, working stress and organizational commitment. This research aimed at the employees of the two companies with different culture, which has been combined. We conducted the questionnaire survey, which was focused on the relationship among corporate culture, working stress and organizational commitment during the combination stage after four and a half years.
The corporate culture of this research includes innovation & challenge, steady organization, aggressiveness, teamwork and human nature oriented. And, the working stress consists of mission demand, roll demand, relationship, organizational structure and leader style. Then, the organizational commitment is further divided into value commitment, effort commitment and stay commitment.
By means of the data of this research, we examined through reliability analysis, descriptive analysis, independent samples t-test, Pearson correlation analysis, ANOVA, and enter regression analysis to analyze the dimension of the corporate culture, working stress and organizational commitment of the acquired firms’ employees. The major findings are as follows:
1. The recognitions between two different acquired firm’s employees under working stress source have the partially significant difference.
2. The organizational commitments between two different acquired firm’s employees have the partially significant difference.
3. The recognitions of employees’ attributes under working stress source have the partially significant difference.
4. The organizational commitments among employees’ attributes have the partially significant difference.
5. The influence of employees’ organizational commitment under working stress source is significant partially.
According to the test result, It is helpful to corporate merger’s success thru releasing the employee’s working stress. At first we have to resolve the working stress source if want to release the employee’s working stress. High level manager should give employee motivation and reward instead of blame & punishment. It will raise the employee’s organizational commitment to improve their job performance.

Keywords: Mergers & Acquisitions; Corporate Culture; Working Stress;
Organizational Commitment
目錄
頁次
謝辭........................................................................................II
中文摘要...............................................................................III
Abstract................................................................................V
目錄.......................................................................................VII
表目錄................................................................................... IX
圖目錄....................................................................................XI
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.....................................................................6
第一節購併.................................................6
第二節工作壓力............................................11
第三節組織承諾............................................20
第四節企業文化............................................26
第五節各變數間之相互關係..................................36
第六節個案企業簡介........................................39
第三章研究設計與方法........................................................43
第一節研究架構............................................43
第二節研究假設............................................45
第三節各變數之操作性定義..................................45
第四節各變數之因素內容....................................46
第五節資料分析方法........................................48
第四章實證分析....................................................................51
第一節樣本結構分析........................................51
第二節信度與效度分析......................................53
第三節敘述性統計分析......................................58
第四節 T 檢定.............................................62
第五節相關係數檢定........................................67
第六節單因子變異數分析....................................72
第七節迴歸分析............................................79
第五章結論與建議................................................................94
第一節實證發現............................................94
第二節研究結論............................................97
第三研究貢獻..............................................99
第四節建議................................................99
參考文獻.........................................................................................................101
壹、中文部份.............................................101
貳、英文部份.............................................104
附錄一研究問卷.............................................................................................109






















表目錄

頁次
表4-1問卷回收狀況.............................................51
表4-2樣本結構.................................................52
表4-3探討構面量表之Cronbach’sㄚY數..........................53
表4-4 企業文化構面之因素分析摘要表............................55
表4-5 工作壓力構面之因素分析摘要表............................56
表4-6 組織承諾構面之因素分析摘要表............................57
表4-7 購併前與購併後 SCOTT企業文化前五項統計結果..............59
表4-8 購併前與購併後 SK 企業文化前五項統計結果................59
表4-9 SCOTT作壓力統計結果.....................................60
表4-10 SK工作壓力統計結果.....................................60
表4-11 SCOTT組織承諾統計結果..................................61
表4-12 SK組織承諾統計結果.....................................62
表4-13企業文化構面之因素分析摘要表............................63
表4-14工作壓力構面之因素分析摘要表............................64
表4-15組織承諾構面之因素分析摘要表............................65
表4-16 不同性別員工對工作壓力之差異分析.......................66
表4-17 不同婚姻狀況員工對工作壓力之差異分析...................66
表4-18 不同性別員工對組織承諾之差異分析.......................67
表4-19 不同婚姻狀況員工對組織承諾之差異分析...................67
表4-20 SCOTT購併前企業文化與工作壓力之相關性摘要表............68
表4-21 SK購併前企業文化與工作壓力之相關性摘要表...............69
表4-22 SCOTT購併前企業文化與組織承諾之相關性摘要表............70
表4-23 SK購併前企業文化與組織承諾之相關性摘要表...............70
表4-24 SCOTT購併前企業文化與購併後企業文化之相關性摘要表......71
表4-25 SK購併前企業文化與購併後企業文化之相關性摘要表.........71
表4-26 不同年齡員工對工作壓力之差異分析.......................72
表4-27 不同年齡員工對組織承諾之差異分析.......................73
表4-28 不同教育程度員工對工作壓力之差異分析...................74
表4-29 不同教育程度員工對組織承諾之差異分析...................75
表4-30 不同年資員工對工作壓力之差異分析.......................76
表4-31 不同年資員工對組織承諾之差異分析.......................77
表4-32 不同級職員工對工作壓力之差異分析........................78
表4-33 不同級職員工對組織承諾之差異分析........................79
表4-34 SCOTT購併前企業文化對工作壓力任務要求之迴歸分析摘要表...80
表4-35 SCOTT購併前企業文化對工作壓力角色要求之迴歸分析摘要表...80
表4-36 SCOTT購併前企業文化對工作壓力人際關係之迴歸分析摘要表...81
表4-37 SCOTT購併前企業文化對工作壓力組織結構之迴歸分析摘要表...81
表4-38 SCOTT購併前企業文化對工作壓力領導風格之迴歸分析摘要表...82
表4-39 SCOTT購併前企業文化對組織承諾之努力承諾之迴歸分析摘要表.83
表4-40 SCOTT購併前企業文化對組織承諾之留職承諾之迴歸分析摘要表.83
表4-41 SCOTT購併前企業文化對組織承諾之價值承諾之迴歸分析摘要表.84
表4-42 SCOTT工作壓力對組織承諾之努力承諾之迴歸分析摘要表.......85
表4-43 SCOTT工作壓力對組織承諾之留職承諾之迴歸分析摘要表.......85
表4-44 SCOTT工作壓力對組織承諾之價值承諾之迴歸分析摘要表.......86
表4-45 SK購併前企業文化對工作壓力任務要求之迴歸分析摘要表......87
表4-46 SK購併前企業文化對工作壓力角色要求之迴歸分析摘要表......87
表4-47 SK購併前企業文化對工作壓力人際關係之迴歸分析摘要表......88
表4-48 SK購併前企業文化對工作壓力組織結構之迴歸分析摘要表......88
表4-49 SK購併前企業文化對工作壓力領導風格之迴歸分析摘要表......89
表4-50 SK購併前企業文化對組織承諾之努力承諾之迴歸分析摘要表....90
表4-51 SK購併前企業文化對組織承諾之留職承諾之迴歸分析摘要表....90
表4-52 SK購併前企業文化對組織承諾之價值承諾之迴歸分析摘要表....91
表4-53 SK工作壓力對組織承諾之努力承諾之迴歸分析摘要表..........92
表4-54 SK工作壓力對組織承諾之留職承諾之迴歸分析摘要表..........92
表4-55 SK工作壓力對組織承諾之價值承諾之迴歸分析摘要表..........93














圖目錄
頁次
圖 1-1 研究流程...........................................................................5
圖 3-1 研究架構..........................................................................44
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