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研究生:林磊淳
研究生(外文):Lin Lei-Chun
論文名稱:國際化差距與薪酬劣勢對被併員工訓練意願之影響-以工作滿足感與組織承諾為中介因子
論文名稱(外文):The Influence of Internationalization Difference and Compensation Disadvantage on Merged Employee Training Intention-The Mediating Effects of Job Satisfaction and Organization Commitment
指導教授:吳孟玲吳孟玲引用關係
指導教授(外文):Wu Meng-Ling
學位類別:碩士
校院名稱:大葉大學
系所名稱:國際企業管理學系碩士班
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:2007
畢業學年度:95
語文別:中文
論文頁數:54
中文關鍵詞:薪酬劣勢工作壓力財務績效差距國際化程度差距工作滿足感組織承諾訓練意願
外文關鍵詞:compensation disadvantagework stressfinancial performance differenceinternationalization differencejob satisfactionorganizational commitmenttraining intention
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在全球環境下,併購是許多企業追求成長與擴張,以期能與對手競爭的手段,然而,併購的結果並非總是成功的,策略執行需要行為與態度的改變。因此,成功的併購需要適當的訓練去融合企業文化與營運,但員工在併購的環境下,卻不見得願意接受訓練,所以有必要進一步探討被併員工的訓練意願。
本文之目的在於檢視薪酬劣勢、工作壓力及組織特徵差距,是否透過工作滿足感與組織承諾,進而影響被併員工之訓練意願,並以被併之銀行從業人員為對象,共回收757份有效問卷。階層迴歸的分析結果支持了六項假說,並顯示工作滿足感與組織承諾中介了薪酬劣勢、工作壓力、及國際化程度差距對訓練意願的影響,最後,本研究亦對研究與管理意涵及未來之研究建議提出討論。
Regardless of industry, it appears that it has become all but impossible in our global environment for firms to compete with others without growing and expanding through deals that result in mergers or acquisitions, however, the result of mergers and acquisitions is not always successful, exceptional execution of strategy requires a change in behaviors and attitude. Successful mergers and acquisitions require adequate training to blending business cultures and operations, under the environment that is amalgamated, but the staff may not be certain to like to accept training, so it is neces-sary to probe into its reason further. The purpose of this paper is to examine whether job satisfaction and organizational commitment would intervene the relationship between compensation disadvantage, work stress, organization characteristic differences and the merged employee’s training intention, the relationship of the equity concept and behav-ioral intention is also discussed. Data were collected from 7 merged banks. 757 ques-tionnaires were analyzed by hierarchical regression analysis. Six hypotheses were sup-ported. Results indicated that job satisfaction and organizational commitment mediated the relationships between compensation disadvantage, work stress, and internationaliza-tion difference and training intention. Implications of the current study and directions for future research are discussed.
中文摘要 ..................... iii
英文摘要 ..................... iv
誌謝辭  ..................... vi
內容目錄 ..................... vii
表目錄  ..................... iv
圖目錄  ..................... x
第一章  研究背景、問題、目的、重要性....... 1
  第一節  研究背景與動機............ 1
  第二節  研究目的............... 4
第二章  文獻回顧................. 6
  第一節  訓練意願............... 6
  第二節  薪酬劣勢與訓練意願.......... 7
  第三節  工作態度、薪酬劣勢與訓練意願..... 8
第四節  工作態度、工作壓力與訓練意願..... 11
第五節  工作態度、組織特徵差距與訓練意願... 14
第三章  研究方法................. 20
  第一節  研究架構............... 20
  第二節  研究樣本............... 20
  第三節  操作性定義.............. 21
第四節  分析方法............... 25
第四章  研究結果................. 26
  第一節  敘述統計與相關係數之分析....... 26
第二節  迴歸分析............... 27
第五章  結論與建議................ 31
  第一節  研究結論............... 31
  第二節  管理意涵............... 32
第三節  研究限制與建議............ 34
參考文獻 ..................... 35
附錄  研究問卷.................. 52
表 4- 1 敘述統計與相關係數之分析.......... 26
表 4- 2 工作滿足感之中介效果............ 28
表 4- 3 組織承諾之中介效果............. 30
圖 3-1 研究架構圖.................. 20
圖 3-2 中介變項之構成要素.............. 25
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