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研究生:游勝凱
研究生(外文):Sheng-kai.yu
論文名稱:企業併購後人力資源變革對員工滿意度及組織承諾之影響—以禮光公司為例
論文名稱(外文):Enterprises Merge the Human Resources Change to Staff’s Satisfaction and Influence Which the Organization Commitment─The Case of Taiwan Top Optical Company Sample
指導教授:羅雁紅羅雁紅引用關係
指導教授(外文):Yen-hung.lo
學位類別:碩士
校院名稱:大葉大學
系所名稱:人力資源暨公共關係學系碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
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:115
中文關鍵詞:人力資源變革員工滿意度組織承諾
外文關鍵詞:The human resources are improvedstaff''s satisfactionorganization commitment
相關次數:
  • 被引用被引用:4
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:5
當全球化來臨,企業為獲取更多利益,會利用併購手法,以獲得更多技術、知識或市場客戶,來提升企業競爭力。而當企業併購後對人力資源之變革,所造成員工滿意度之知覺差異及對組織承諾之影響,會有各種不同的情況產生。因此本研究目的是冀望探討出企業併購後,人力資源之變革活動對員工之工作滿意感及對組織之承諾影響幅度。其結論如下:
1. 人力資源變革時,影響員工滿意度及組識承諾的主要因素均為工作內容安排之公平與薪資福利政策。
2. 影響組識承諾的主因是,工作本身發揮受肯定及薪酬制度。
3. 以員工滿意度為中介變數,對人力資源變革與組織承諾間,雖有調節作用,但效果不大。
As globalization will come, enterprises, in order to obtain more interests, will utilize the tactics of merging, in order to obtain more technology, knowledge or market customer, to improve enterprise's competitiveness. And it is one of the tactics means to pursue their growth for enterprises to merge. Enterprise carry on many angle is it manage in order to strengthen undertaking their to take by mutual merger, or make use of this to combine and reduce its production cost vertically, strengthen competition advantage and position on the market. And to the change of the human resources after merging in enterprises, and to the influence which the organization commitment for the consciousness differences of staff's satisfaction caused, have all kinds of situations produce, and this part influences the performance that might lead to the fact enterprises to merge in one's power to be unable to give play to and add the result of riding as expected.
So after this research purpose hopes to probe into out enterprises and is merged, the change activity of the human resources is satisfied with the sense to the staff's work and influence the range to the commitment of organizing. There are the following goals in this research:
1. Probe into it the change activity of combining the enterprise human resources.
2. Impressions to satisfaction of enterprise staff after probing into and is combined.
3. Probe into the influence that the human resources improve the activity and commitment to the organization.
4. The ones that probe into staff's satisfaction and organization and commitment are closed and connecting with.
Hope with above-mentioned discussion, it is learnt that the staff are to organizing the transition that is commitment, in order to offer to relevant enterprises in the reference on of merging after merging.
This research regards taiwan top optical company as the target , its the following of conclusion:
1. When the human resources are improved, influence staff's satisfaction and group to know the fair and wages welfare policy that the main factor commitment arrange for working content.
2. Influence group main factor commitment to know, work itself give play to sure and salary system.
3. Regard staff's satisfaction as intermediary's parameter, improve and organize and commitment one to the human resources, although there is regulating action, the result is not big.
Whether so research this to business circles in is it have following some suggestion to go on in future.
1. The merger course after merging should begin to go on gradually after amalgamating formally, can reduce the staff to the resistance psychology of improving so, the whole and fashionable one is resisted and minimised.
2. The person after merging money is improved and should be examined and appointed the system to improve by the performance first, it is unlikely to influence the staff's satisfaction and organization to commitment.
3. Working content and wages welfare policy of adjusting the staff that should be scrupulous after merging, should also add and declare leading and communicate.
中文摘要 ..................... iii
英文摘要 ..................... iv
致謝辭  ..................... vi
內容目錄 ..................... 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  研究目的與問題............ 3
  第三節  研究的對象、範圍........... 4
  第四節  研究流程............... 4
第二章  文獻探討................. 7
  第一節  企業併購............... 7
第二節  人力資源變革............. 19
  第三節  員工滿意度.............. 24
  第四節  組織承諾............... 34
第五節  企業併購後之人力資源變革活動..... 40
第六節  人力資源變革對員工滿意度及組織承諾之
     研究................. 46
  第七節  滿意度對組織承諾之影響........ 50
第三章  研究方法................. 52
  第一節  研究架構............... 52
  第二節  研究方法選定............. 53
  第三節  操作性定義.............. 54
  第四節  問卷方式............... 56
  第五節  資料分析方式............. 58
第四章  研究結果與分析.............. 62
  第一節  研究樣本之特性及分析......... 62
  第二節  各構面之信度、效度及因素分析..... 70
  第三節  個人變項與人力資源變革、員工滿意度及
       組織................. 80
  第四節  假設檢定之驗證............ 95
第五章  結論................... 101
  第一節  研究假設結果............. 101
  第二節  人力資源變革、員工滿意度、組織承諾各 
       構面敘述............... 102
  第三節  研究限制............... 103
  第四節  研究建議............... 104
參考文獻 ..................... 107
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