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研究生:陳如齡
研究生(外文):Chen, Ju-Ling
論文名稱:CEO更迭下組織承諾與組織認同之研究—以人壽保險公司為例
論文名稱(外文):A study of organizational commitment and organizational identification after the CEO turnover-- The case of Life Insurance Industry
指導教授:陳銘薰陳銘薰引用關係
指導教授(外文):Dr.Chen,Ming-Shiun
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:企業管理學系
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:69
中文關鍵詞:CEO更迭組織承諾組織認同
外文關鍵詞:CEO turnoverOrganizational CommitmentOrganizational Identification
相關次數:
  • 被引用被引用:7
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近年來,因經濟景氣持續低迷加上國際化與全球化的程度不斷提高,導致台灣整體人壽保險市場面臨相當程度的經營風險,並且因為人壽保險商品的新趨勢、行銷通路的改變、政府法令變更及大陸保險市場開放等相關因素之影響,使得保險公司較諸以往擁有更多的發展機會,同時亦面臨更嚴酷的挑戰。保險公司面對此種情形, 就內部環境而言一方面需健全經營體質,另一方面則需以組織變革等方式使組織可面對更嚴峻的挑戰。
本研究係透過文獻之整理和量化之研究方法,以最近五年內總經理異動的人壽保險公司從業人員為研究對象,採用問卷與統計分析等實證分析結果,共取得190 份有效樣本,目的在探討人壽保險公司總經理更迭後的組織員工認同及組織承諾,量化統計分析結果如下:
一、CEO更迭時,員工對於其原來所擁有的社會地位、組織資源及工作內容擔心會被調整被剝奪,因此新的CEO需主動加強對員工的溝通;讓員工充分了解公司的經營目標及願景;
二、新任CEO應讓組織內成員充分體認公司對於員工的照顧與用心;
三、組織內員工對於組織承諾增加時,相對會增加其對組織的認同。組織的領導者應使員工增加對於公司的認同度及向心力,並以任職於公司為榮。
希望將本研究結果作為人壽保險產業在進行CEO更迭時,對於管理組織員工及增進員工忠誠與工作績效之參考。員工既是公司最重要的資產,在領導團隊異動之下,組織內既有員工在面對此種組織領導階層的更迭時,對於組織認同及組織承諾之相關影響就顯得格外重要了。
Slump economy and the trend to intensify the globalization and internationalization lead the whole Taiwan life insurance market encountering operating risks at certain level. Under the new trend for life insurance products, changes of marketing channel and government regulation as well as opening China insurance market, life insurance companies in Taiwan are now with more opportunities than ever. However, they have to deal with more rigorous challenges. Hence, a well-established business model resulted from internal and organizational restructures is needed to face these challenges.
By document-sorting and quantification, the research uses the employee of life insurance company as study target who’s CEO is turnover in latest 5 years, the practical analysis result of questionnaire and statistics analysis and gets 190 valid specimen. The goal is to investigate the organizational identification and organizational commitment after a CEO turnover. Following are the results of the quantificational statistics analysis.
1﹒Employees worry about the adjustments and proscriptions from original social position, organizational resource and job function after CEO turnover. To let employees full understand the operating goal and vision, New CEO ought to augment the communication with employees initiatively.
2﹒New CEO should let staffs realize the care and attentiveness from company.
3﹒Higher organizational commitment will impact relatively the improvement of employees’ organizational identification. Leader should strive for the organizational identification and centripetal force increasing from employees and the honor to work for the company.
Hope the findings in this discussion are expected to provide some implications for the future study and practical applications.
Since employees are the most important assets for the company, the relative impact for their organizational commitment and organizational identification for existing employees to adapt to CEO turnover is considerably essential.
中文摘要 Ⅰ
英文摘要 Ⅱ
目錄 III
表目錄 V
圖目錄 VI
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 CEO的重要性 5
第二節 CEO更迭對於組織的影響 5
第三節 組織變革與領導者更迭 6
第四節 組織認同 8
第五節 組織承諾 13
第三章 研究方法 24
第一節 研究架構 24
第二節 研究假說 25
第三節 變項之操作性定義及衡量方法 27
第四節 問卷設計 29
第五節 研究對象與資料蒐集 34
第六節 資料分析方法 36
第七節 研究限制 38
第四章 研究結果分析 39
第一節 基本資料描述性統計分析 39
第二節 信度效度分析 42
第三節 各研究變項間之相關分析 43
第四節 不同屬性樣本之間的差異分析 45
第五章 結論與建議 56
第一節 結論 56
第二節 對於實務之建議 57
第三節 對後續研究者的建議 59
參考文獻 60
附件 67
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三、網頁部份
1.`保險事業發展中心網站 http://www.iiroc.org.tw/
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