臺灣博碩士論文加值系統

員工的行為會受到個體的影響，同時也會受到組織層次的變數所影響。本研究利用多層次的方式來探討員工認股後的行為。我們首先探討員工的認股動機，之後討論認股動機後的風險追求行為。利用階層式線性迴歸，我們可以發現員工的內隱認股動機會顯著的正向影響員工認股後的風險追求行為，組織內的自主氣候也會對於員工的風險追求行為有顯著的直接效果。組織內部的自主氣候會正向加強外顯認股動機對於風險追求行為的影響；而外在環境的敵意性會負向減弱外顯認股動機對於風險追求行為的影響。根據實證研究，我們建議管理團隊發展出可以加強員工組織認同的人力資源措施，另外也應該加強員工參與和員工訓練，如此可以增強組織內的自主氣候，將有利於員工追求風險。此外，管理團隊也應想辦法發掘新市場以避免直接和競爭對手競爭，因為在充滿敵意性的環境下員工會變的風險趨避，不利於組織創新。

This paper develops a hierarchical linear modeling (HLM) to explain the behavioral consequence of employee ownership. In this study, we first identify two kinds of motives of employee ownership and then examine the consequent employees’ risk-taking behavior. The results based on 328 employees and 182 mangers from 14 Taiwan's privatized firms reveal that individual intrinsic motives of employee ownership are significantly positively related to consequent risk-taking behaviors. The effects of individual extrinsic motives of employee ownership on risk-taking behaviors are positively moderated by climate of self-determination and are negatively moderated by environmental hostility. Empirical findings also suggest climate of self-determination has a main effect on employees’ risk-taking behaviors. According to our findings, we suggest managerial teams should initiate the human resource practices which can increase employees’ organizational identification. Besides, managerial teams should create uncontested market space, making the competition irrelevant and creating new demand. This way not only can reduce the environmental hostility but also can offer firms ample opportunity for growth. Interpretation of results and future research are discussed.

1. INSTRUCTIONS 1
1.1. Overview 1
1.2. Context of the Theme 4
1.3. Organization of the Theme 6
2. THEORETICAL BACKGROUND AND HYPOTHESES 7
2.1. Theoretical Background 7
2.2. Motives of Employee Ownership and Risk-taking Behavior 11
2.3. Climate of Self-determination and Risk-taking Behavior 13
2.4. Contextual Influences and Cross-level Interactions 15
3. METHODS 19
3.1. Research Framework 19
3.2. Sampling Process 20
3.3. Measure 21
3.4. Data Analysis 22
4. RESULTS 25
4.1. Factor Analysis 25
4.2. Construct Validity of Risk-taking Behavior 25
4.3. Data Aggregation 29
4.4. HLM Results for Employee Risk-taking Behavior 30
5. CONCULSION 35
5.1. Discussion and Implication 35
5.2. Limitation and Future Research 38
REFERENCES 40
APPENDIX 45

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