臺灣博碩士論文加值系統

摘 要
企業採用擴張版圖跨入其他產業之策略，最快方式即為從購併活動，藉由此取得新技術、人才、原物料、通路等等，以節省進入新市場開拓的時間，與避免產生諸多之不便與經驗摸索，而此種動機是藉由外部成長來達到市場佔有率與經濟上、財務上的利益，企業增加原動力，進而創造新競爭優勢，使企業永續經營。探討銀行業組織變革後，銀行內部員工對變革後員工信任及生涯管理的認知，對員工組織公民行為的表現加以分析比較，期望從中發現變革後員工的問題並找出因應對策，以提供企業界做參考。
本研究以銀行員工為研究對象，共回收有效問卷156份，以因素分析、t檢定、迴歸分析、變異數分析及徑路分析等統計方法進行資料分析。經實證分析結果發現：
（一）組織變革認知對組織公民行為除具有負向的直接影響效果，亦會透過組織生涯管理與員工信任而具有正向的間接影響效果
（二）注意員工個人的行為反應，適時協助處理，以避免員工對組織變革的抗拒及工作效率的降低，維持組織公民行為表現。
（三）做好溝通，使員工瞭解未來前程發展，減低員工對組織變革的抗拒，並能維持員工對組織的信任。
關鍵字:組織變革認知、生涯管理、信任、組織公民行為。

Abstract
Acquisition and merger（A&M）is one of the fastest way to enter a new industry for the corporation. It not only helps the corporation to get new technology, talents, raw materials, and place but also shortens the time and avoids the problem of entering a new market. The motives which the corporation uses A&M is to get market share and the benefit of economics and finance. These would create new competition advantage and keep sustainable operation for the corporation. After discussing the organization reform in banking, we research how the employees’ cognitive of trust and career management of employees effect organization citizen behavior (OCB). We expect to find employees’ problems and propose the response employees’ for corporations.
A total of 156 employees were surveyed. Statistical methods which were used comprise t-test, regression analysis, analysis of variance and path analysis.
The results showed that the cognitive of organizational change directly negative effects on OCB but also indirect positive effect on OCB through organizational career management and employee trust.
Besides, It must pay attention to the response of personal behavior and hand it timely to avoid the resist of organization change and reduce work efficiency in order to maintain performance of OCB.
However, It must communicate to make employee to understand the future development in order to reduce the resist of organization change and maintain the trust of organization.
Key words: Organizational Change’s Cognitive, Career Management, Trust, Organization Citizen Behavior.

目 錄
摘要 … …………………………………………..….………. ……I
目 錄 ……………………………………………..….………. ……III
表目錄 ……………………………………………..….………. ……..V
圖目錄 …………………………………………………..….………..VII
第一章 緒論
第一節 研究背景…………………………… ………..….……….1
第二節 研究動機…………………………… ..………..…………3
第三節 研究目的……………………………………...………….5
第四節 研究流程…………………………………………….……6
第二章 文獻探討
第一節 銀行併購與組織變革認知………………….………...…7
第二節 組織生涯管理……… ………… ……… ………………29
第三節 員工信任… ……………………….……………….….. .36
第四節 組織公民行為…………… ………………………….….48
第五節 組織變革認知、組織生涯管理、員工信任及組織公民行為之關係… ……….….…………….………. ….………57
第三章 研究方法
第一節 研究架構… …… … ……………………………………65
第二節 研究變項之衡量與操作性定義 ………………….……69
第三節 研究對象與樣本結構分析….…….……………….…....75
第四節 信度與效度分析…………………… ……………….….79
第五節 因素分析後研究架構與假設 …………………….…....89
第六節 資料分析方法 …… ……………………………….…...92
第四章 研究結果分析
第一節 研究構面基本特性資料分析 ………… ………………95
第二節 各研究構面之迴歸分析…………………………. ….. 103
第三節 徑路分析….…….……………………………..….…....115
第四節 個人變項在各構面之差異性分析…………………….123



第五章 結論與建議
第一節 研究結論……… ………………………………………135
第二節 研究貢獻………………………………………….……145
第三節 建議………………………….…… .……………….….147
第四節 研究限制……………………………………………….150
參考文獻
中文部分…………… ……………………………………………152
英文部分…………………………………………………….……155
附錄
本研究問卷……… …………………………….….……….……162

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