臺灣博碩士論文加值系統

企業組織在面對競爭激烈環境的挑戰下，為了確保維持永續經營的優勢條件，遂將組織變革、精簡、併購及裁減員工等方式，列入組織扁平化、降低營運成本、節省人事費用的重要施政目標。 然而，這些組織變革方案的實施，卻使得組織員工產生不同且影響其個人態度及行為相當深遠的心理狀態反應。
本研究主要探討員工在面對組織變革過程，所認知的心理狀態與組織承諾的關係---前程發展與訓練之干擾效果。透過問卷調查方法蒐集資料並加以分析討論。問卷總計回收有效份數490 份，研究結果發現：
1.組織變革過程，員工對未來不確定性與組織承諾產生負向的影響。
2.工作壓力對員工之組織承諾亦產生負向的影響。
3.組織妥善運用人力資源管理實務之前程發展與訓練時，員工感受到組織
的溫馨，相對地，前程發展與訓練，會干擾員工的未來不確定性與組織
承諾的關係。
最後，本研究依研究結果提供相關建議，並對學術及實務上的管理
意涵加以詳細討論。

In the face of the fierce competition, companies try to sustain their competitive advantages for each business they are in. In order to make their hierarchies flatter and reduce the operational and personnel costs, companies consider organizational change, downsizing, merger and acquisition, and workforce reduction as the primary goal to attain. However, the practice of the organizational change program not only creates various psychology states in each employee’, but also influences his attitude and behavior.
This study focused on explored the relationship between employee's psychology states while they are confronting with the process of organizational change and organizational commitment------The Moderating Effect of Career Development and Training. Via the method of questionnaire survey, this study collected and analyzed data. Total of 490 usable questionnaires were responded. The findings were showed as follows:

1. During the organizational change, the perceptions of future uncertainty for
employees have a negative influence on their organizational commitment.
2. The perception of job stress for employees also creates a negative
influence on their organizational commitment.
3. Employees feel the warm when the organization utilizes the HRM
practices, career development and training. In fact, career development and
training will moderate the employee uncertainty for the future and
organizational commitment.

Finally, based on results in this study, managerial implications for academics and practitioners are discussed in detail. In the end, this study provides the related recommendations according to the analysis result. In both technically and practical management are also discussed in detail.

目 錄
摘 要 I
ABSTRACT II
誌 謝 III
目 錄 V
圖 目 錄 IX
表 目 錄 X
第一章 緒論 1
1.1研究背景 1
1.2研究動機 3
1.3研究目的與問題 6
1.4研究流程 7
第二章 文獻探討 9
2.1組織變革 9
2.2員工心理狀態 10
2.2.1升遷機會 12
2.2.2工作不安全感 15
2.2.3未來不確定性 20
2.2.4工作壓力 22
2.3人力資源管理實務 25
2.3.1 前程發展 26
2.3.2訓練 33
2.4組織承諾 36
2.5員工心理狀態與組織承諾之關係探討 40
2.5.1升遷機會與組織承諾之關係 41
2.5.2工作不安全感與組織承諾之關係 42
2.5.3未來不確性與組織承諾之關係 44
2.5.4工作壓力與組織承諾之關係 45
2.6人力資源管理實務對員工心理狀態與組織承諾之關係探討 47
2.6.1前程發展對員工心理狀態與組織承諾之關係 48
2.6.2訓練對員工心理狀態與組織承諾之關係 50
第三章 研究方法 53
3.1研究架構 53
3.2研究假說 54
3.3各變項操作性定義及衡量方法 55
3.3.1升遷機會 55
3.3.2未來不確定性 56
3.3.3工作不安全感 56
3.3.4工作壓力 57
3.3.5組織承諾 58
3.3.6前程發展 58
3.3.7訓練 59
3.4研究對象與抽樣法 59
3.5回收樣本敘述性統計分析 60
3.6資料分析方法 63
第四章 資料分析與結果 66
4.1信效度分析 66
4.2 各研究變項間之相關性分析 71
4.3 假設驗證 72
4.4共同方法變異(COMMON METHOD VARIANCE) 78
5.1研究結論 79
5.2研究限制 80
5.3管理意涵 81
5.4未來研究建議 83
參 考 文 獻 85
附錄 - 研 究 問 卷 96

圖 目 錄

圖1-1 研究流程圖……………………………………………………….8
圖2-1 Maslow 1943年需求層級………………………………………..18
圖2-2 前程管理與發展理論…………………………………………….28
圖3-1 研究架構圖……………………………………………………….54
圖4-1 未來工作不確定性與前程發展的交互作用對組織承諾之影響.75
圖4-2 未來工作不確定性與訓練的交互作用對組織承諾之影響…….77















表 目 錄

表2-1 升遷的主要內容……………………………………………………14
表2-2 工作不安全感的主要內容………………………………………….19
表2-3 未來不確定性的主要內容………………………………………….21
表2-4 工作壓力的主要內容……………………………………………….24
表2-5 前程發展的主要內容……………………………………………….32
表2-6 訓練的主要內容…………………………………………………….36
表2-7 組織承諾的主要內容……………………………………………….39
表3-1 研究對象的主要內容……………………………………………….60
表3-2 樣本回收情況……………………………………………………….61
表3-3 基本資料之描述性統計…………………………………………….63
表4-1 各變數信度分析表………………………………………………….67
表4-2員工心理狀態之因素負荷量彙整表……………………………….68
表4-3組織承諾因素負荷量彙整表……………………………………….69
表4-4前程發展與訓練因素負荷量彙整表……………………………….70
表4-5研究變項之相關分析……………………………………………….72
表4-6員工心理狀態與組織承諾階層廻歸分析………………………….73
表4-7員工未來不確定性對組織承諾與前程發展干擾效果階層廻歸
分析………. …………………………………………………………..74
表4-8員工未來不確定性對組織承諾與訓練之干擾效果的階層廻歸
分析…………………………………………………………………..76
表5-1研究假設驗證結果彙整表………………………………………….79

參 考 文 獻
中文部份
王湧水 (1999)「因應組織變革壓力概念性模式之探討」，大葉大學八十八年工業關係管理本質與趨勢學術研討會。
李 誠 (2002)「人力資源管理的十二堂課(二版)」，台北：天下文化出版。
牟素雯 (2002)「人力成本精簡方案和員工個人特質，對工作態度與生涯規劃認知相關研究」，碩士論文，頁15。
何秀珠 (1997)「組織生涯管理與員工工作態度關係之研究-以台北市服務業女性員工為研究對象」，碩士論文，頁23。
林義凱 (2000)「臺灣金融業內憂外患紛至沓來—銀行購併以互補為前提」，臺灣金融期刊，第71期。
林新沛 (2005)「標準化迴歸係數的正確解釋」，中山管理學報，第十三巻，第二期，頁533-548。
吳傳灝、楊永年 (1999)「保二總隊組織人力精簡之研究」，碩士論文，頁1-3。
吳明隆 (2003)「SPSS統計應用學習實務」，台北：知城數位科技
吳秉恩 (1992)「組織行為學第二版」，台北：華泰文化出版。
吳 定 (1996)「組織發展；理論與技術」，台北：天一圖書公司出版。
吳復新 (2003) 「人力資源管理理論分析與實務應用」，台北：華泰文化事業公司。
邱玫芳 (1995)「勞工工作壓力之探討」，碩士論文，頁1-5。
張緯良 (1991) 「國軍志願役軍官事業前程規劃之研究」，八十年度國軍金像獎著作銅像獎。
張緯良 (2000)「人力資源管理」，台北：華泰文化事業公司。
張勳智 (1992)「組織承諾與團隊士氣關聯之研究-以台電核能電廠員工為例」，碩士論文，頁17。
陸 洛 (1996)「工作壓力的歷程：理論與研究的對話」，中華心理衛生學刊，第十卷，頁19-51。
莊世杰、楊仁壽、黃俊祥 (2002)「受訓動機與訓練評量三個層次之關係研究」，管理評報，第二十一巻，第二期，頁81-102。
彭台光、高月慈、林鉦棽 (2006)「管理研究中的共同方法變異：問題本質、影響、測試和補救」管理學報，第二三巻，第一期，頁77-98。
彭玉樹、陳重志 (2005)「購併企業員工期望落差、知覺組織支持、組織承諾與工作壓力反應之關係探討」，商管科技季刊，第六巻，第一期，頁19-46。
陳章儀 (1990) 「工作壓力」，台北：空中大學出版。
陳順宇 (2004)「多變量分析第三版」，台北：華泰文化出版。
黃俊英、林震岩 (1994)「企業研究方法」，台北：華泰書局。
黃俊英 (2000)「企業研究方法」，台北：華泰書局。
黃英忠、蔡正飛 (2005)「企業人力精簡時員工的因應策略：利害關係人理論觀點」，人力資源管理學報，第五巻，第一期，頁111-134。
趙其文 (1996)「人事行政學」，台北：華泰書局。
蔡秀涓 (1998)「我國政府部門升遷現象之研究:從組織政治觀點分析」，國立政治大學公共行政學博士論文。
蔡明田、余明助 (2000)「企業文化、組織生涯管理與組織績效之關係研究---以台灣高科技產業為例」，管理評論，第十九巻，第三期，頁51-75。
廖國鋒、范淼、吳振昌(2002)「預期組織變革不確定性認知對員工工作反應影響之研究」，碩士論文，頁8-12。
謝安田 (1993)「人力資源管理」，台北：著者發行。
解宏賓 (1999)「管理學」，頁315-318。
鄭文俊 (1994)「工作壓力、工作滿足、組織承諾與離傾向關聯之研究-以台北市民營公車駕駛為例」，碩士論文，頁1-3。
遠見雜誌 (2005)，7月號，頁252-259。
國防報告書 (2003) ，頁 5-125。


英文部份
Allen, N. J., & Meyer, J. P. (1990).The measurement and antecedents of affective, Continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Allen, N. J., & Meyer, J. P. (1997). Commitment in the workplace : Theory research and application . Thousand Oaks, CA: Sage Publications.
Alvin, H. W. (2003). Adventure learning: Competitive (Kiasu)attitudes and teamwork. The Journal of Management Development, 22, 562-578.
Applbaum, S. H., & Donia, M. (2001). The Realistic Downsizing Preview
A Multiple Case Study. Part Π ; Analysis of RDP Model:Results of Data Collected and Proposed New Model. Journal of Occupational Psychology, 23, 1-5.
Appelbaum, S. H., & Donia, M. (2001). The Realistic downsizing preview: a multiple case study, part I : the methodology and results of data collection. Career Development international, 24, 128-148.
Ashford, S. J. (1988). Individual strategies for coping with stress during
Organizational transitions. Journal of Applied Behavioral, 24, 19-36.
Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, Causes, and consequences of job insecurity: A Theory –Based Measure and sunstantive Test. Academy of Management Journal, 32, 803-829.
Bajawa, A., & Woodall, J. (2006). Equal opportunity and diversity management downsizing: A case study in UK airline industry. Employee Relations, 28, 46-62.
Barak, M. E., Cherin, D. A., & Berkman, S. (1998). Organizational and personal dimensions in diversity climate: Ethnic and gender differences in employee perceptions. The Journal of Applied Behavioral Science, 34, 82-105.
Baron, J. M., & Kreps, D. M. (1999). Strategic Human Resources : Frameworks for General Managers. Human Resource Management, 23, 1-12.
Brockner, J. (1988). The Effects of work Layoffs on Survivors : Research, Theory and Practice. Research in Organizational Behavior, 10, 213-255.
Brockner, J. (1992). Managing the Effects of Layoffs on Survivors. California Management Review, 34, 9-28.
Bocu S. S. (1995). Job Insecurity In A Downsizing All- Volunteer Army School. The Catholic University Of America (0043) Degree: PHD, 1-128.
Bohlander. G., & Snell, S. (2004). Managing Human Resources, Thomson 13th.
Borg, I., & Elizur, D. (1992). Job insecurity: Correlates, moderatorsand measurement. International Journal of Manpower, 13, 13–26.
Brickman, R. J. (1987). The Predicament of injustice: The management of
moral Outrage. Research in Organizational Behavior, 9, 289-319.
Bruton, G. D, keels, J. K., & Skook, C. L. (1996). Downsizing the Firm：Answering the Strategic Question. The Academy of Management Executive, 10, 38-45.
Buchanan, B. (1974) Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19, 533-546.
Caplan, R. D., Cobb, S., & Jones. (1975). Effects of work load, role, ambiguity, And type A personality on anxiety, depression, and heart rate. Jounral of Applied Psychology, 60, 713-719.
Cascio, W. F. (1993). Downsizing : What Do We Know? What Have We Learned? Academy of Management Executive, 7, 95-104.
Cummings, T., & Worley, J. (2001) Organization Development and Change(7th ed.).Cincinnati, OH：Southnestern College Publishing, 343-351.
Dawley, D. D., & Robert, D. (2005). Steohens : Dimensionality of organizational commitment in volunteer workers: Chamber of commerce board members and role fulfillment. Journal of Vocational Behavior, 67, 511-525.
Davy, J. A., Kinicki, A. J., & Scheck, C. L. (1997). A test of job insecurity’s
direct and mediated effects on withdrawal cognitions. Journal of Organizational Behavior, 18, 323–349.
Dessler, G. (2004). Human Resource Management, 8th. Prentice Hall, N. J.
Diemer, M. A., & Blustein, D. L. (2005). Critical Consciousness and career development among urban youth. Journal of Vocational Behavior, 11, 1-13.
Downey, H. K., & Slocum, J. W. (1975). Uncertainty: Measures, research and sources of variation. Academy of Management Journal, 18, 562-577.
Ezell, P.A. (2003). Job stress and turnover intentions among Tennessee Coperative Extension System employees. Ph.D, The University of Tennessee.
Feather. N. T., & Rauter, K.A. (2004). Organizational citizenship behaviour in relation to job status, job insecurity. Journal of Occuptional and Organizational psychology, 77, 81-94.
Ferrnando J., Nixon, S. D. (2005). The effect of law enforcement stress on organizational commitment. Academic Search Premier, 28, 321-336.
Gaertner, S. (1999). Structural Determinants of Job Satisfaction and Organizational Commitment in Turnover Models. Human Resource Management Review, 9, 480-524.
Greenhalagh, L., & Rosenblatt, Z. (1984). Job insecurity: toward onceptual celarity. Academy of Management Review, 9, 438-448.
Gilliland. W. (1994). Effects of Procedural and Distributive Justice on Reactions to A Selection System. Journal of Applied Psychology, 79, 691-701.
Gifford, W. E., Bobbit, H. R., & Slocum, J. W. (1979). Message characteristics and perceptions of uncertainty by organizational decision makers. Academy of Management journal, 22, 458-481.
Hammer, T. H., Landau, J. C., & Stern, R. N. (1981). Absenteeism when workers Have a voice: The case of employee ownership. Journal of Applied Psychology, 66, 561-573.
Hui, R. D., & Lee, L. F. (2000). Moderating effects of Organization-Based Self-esteem on Organizational uncertainty: Employee Response Relationships. Journal of Management, 2, 215-232.
Heaney, C. A., Israel, B. A., & House, J. S. (1997). Chronic job insecurity among automobile workers: Effects on job satisfaction and health. Social Science and Medicine, 38, 1431-1437.
Hellgren, J., Sverke, M., & Isaksson, K. (1999). A two-dimensional approach to job insecurity; Consequences for employee attitudes and well-being. European Journal of Work and Organizational Psychology, 8, 179-195.
Keller, R. T. (1984). The role of performance and absenteeism in the prediction of turnover. Academy of Management Journal, 27, 176-183.
Kim, W. B., & Maugorgne, P. (1997). Fair Process : Managing in the knowledge Economy. Harvard Business Review, 1, 65-66.
Kim, W. B. (2003). Economic Crisis, Downsizing and “Layoff Suriviors Syndrome”. Journal of Contemporary Asia, 33, 4.
Klein, H. J. (2001). Invited reaction: The relationship between training and organizational Commitment-- A study in the Health Care Field. Human Resource Development Quarterly, 12, 353-362.
Lazear, E. P. (1998). Personnel Economics for Managers. New York: John Wiley and Sons, Ins.
Lewin, J. E., & Johnston, W. J. (2000). The impact of downsizing and restructuring on organizational competitiveness. Competitiveness Review, 10, 45-54.
MacGeorge, K., & Murray, W. (2003). The Dynamics of Military Revolution. Military Review, 1300-2050.
Martin, T. N., & Schermerhorm, J. R. (1983). Work and nonwork influence on health: A research agenda using inability to leave as a critical variable. Academy of Management Review, 8, 650-650.
Marchall, J. (1976). Occupational source of stress : A review of the literature relating to coronary heart disease and metal health. Journal of Occupational psychology, 49, 12-18.
Mishra, A. K., & Spreitzer, G. M. (1998). Explaining how survivors respond to downsizing: The roles of trust, empowerment, justice, and work redesign. Academy of Management Review, 23, 567-588.
Mishra, K. E., Spreitzer, G. M., & Mishra, A. K. (1998). Preserving employee morale during downsizing. Sloan Management Review: 83-95.
Mowday, R. T, Poter, L. W., & Steers R. M. (1974). Employee-Organiznation Linkage-The Psychology of Commitment Absenteeism and Turnover. New York :Academic Press, 20-56.
Mowday, R. T, Poter, L. W., & Steers R. M. (1982). The Psychology of
Commitment, Absenteeism and Turnover: Employee-Organization Linkages, New York: Academic press.
Mroczkowski, T., & Hanaoka, M. (1997). Effective Rightsizing Strategies in Japan and America: Is there a Convergence of Employment Practices? The Academy of Management Executive, 11, 57-67.
Murray, D. (2001). Commanding Change: War Winning Military stratrgies for Organizational Change.
Murray, C. H. (2002). U.S Naval War College Graphics Department .Executive Decision Making, 6th, 9-11.
Nell, M. S., & Young, D. R. (2005). Downsizing as a strategic intervention. Journal of American Academy of Business, 6, 39-45.
Niehoff, B. P., Moorman, R. H., Blakely, G., & Fuller, J. (2001). The influence of empowerment and job enrichment on employee loyalty in a downsizing environment. Group & Organization Management, 26, 93-113.
Paulsen, N., Callan, V. J., & Grice, T. A. (2005). Job uncertainty and personal control during downsizing: A comparison of survivors and victims. Human Relations, 58, 463-496.
Parker, D., & Decotiis, T. (1983). Organizational determinates of job stress Organizational Behavior and Human performance, 32, 160-177.
Pergamit, M. R., & Veum, J. R. (1999). What is a promotion? Industrial and Labor Relations Review, 52 , 581-602.
Podsakoff, P. M., Mackenzie, S. b., Lee, J. Y., & Podsakoff, N. P. (2003). Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88, 879-903.
Probst, T. M., & Lawler, J. (2006). Cultural Values as Moderators of Employee Reactions to Job Insecurity: The Role of Individualism and Collectivism. Applied Psychology Oxford, 55, 234-235.
Randall, D. M. (1987). Commitment and the Organization : The organization Man Revisited. Academy of Management Review, 12, 462-465.
Robbins, S. P. (1993). Organizational Behavior, Englewood cliffs, NJ: Prentice Hall, Inc.
Rosenblatt, Z., & Ruvio, A. (1996). A test of multidimensional model of job insecurity : The case of Israeli teachers. Journal of Organizational Behavior, 17, 587-605.
Roskies, E., & Guerin, L. C. (1990). Job insecurity in managers : Antecedents and consequences. Journal of Organizational Behavior, 11, 345-359.
Schweiger, D. L.,& Ivancevich, M. (1985). Human resource:The forgotten factor in mergers and acquisitions. Personnel Adminstrator.
Sanghamitra, B., & Chatterjee, L. (2005). Organizational Downsizing From Concepts to practices.”VIKALPA, 30, 65-78.
Schwarzwald, M. K., & Shalit, B. (1992). A Field Study of Employees' Attitudes and Behaviors After Promotion Decisions. Journal of Applied Psychology, 77, 4-14.
Smith, M. R . (1990). What is structuralist analyses of earnings ? American Sociological Review, 55, 827-845.
Spreitzer, G. M., & Mishra, A. K. (2002). To stay or to go : voluntary survivor turnover following an organizational downsizing. Journal of Organizational Behavior, 23, 707-729.
Steers, R. (1977). Antecedents and outcomes of organizational Commitment. Administrative Science Ouarterly, 22, 44-56.
Sverke, M., & Hellgren, J. ( 2002). The nature of Job insecurity : Understanding employment Uncertainty on the Brink of a new Millennium. Applied Psychology: An International Review, 51, 23-42.
Wasti, S. A. (2005). Commitment profiles : Combinations of organizational commitment forms and job outcomes. Journal of Vocational Behavior, 67, 290-308.
Whetstone, T. S. (2001). Copping Out: Why police officers decline to participate in the sergeant’s promotional process. American Journal of Criminal Justice, 25, 147-161.
Whyte.(1956).Organizational Man.
Yehuda B., & Patricia H. (2000). Survivor Syndrome-a management myth? Journal of Managerial Psychology, 15, 29-45.