臺灣博碩士論文加值系統

從大環境趨勢看來，不論是國內外企業目前必然會面臨到的一項重大議題，就是「組織精簡」。學者Davis et al. (2003) 表示越來越多公司使用組織精簡作為一種策略，並且認為組織精簡是組織生命週期的一部分，不論企業是否有執行精簡的迫切性，都必須要考量組織精簡的問題。

本研究以台灣企業為研究對象，調查那些因素會導致企業進行組織精簡；進行組織精簡的企業，會採取那些裁員標準；並探討具備何種特質的企業，在進行組織精簡時比較容易成功，以達成預期的效果。

在經過實證分析調查後，發現研究結果如下：
一、 影響公司有無進行組織精簡之因素
1. 歸類於製造業的企業對於是否進行組織精簡具有顯著的正向關係。
2. 環境不確定性對於是否進行組織精簡具有顯著的正向關係。
3. 溝通對於是否進行組織精簡具有顯著的負向關係。

二、 影響公司精簡策略之因素
1. 績效評估對於「先到先裁」的裁員策略有顯著負向影響。
2. 報酬對於「先到先裁」的裁員策略有顯著正向影響。

三、 影響實際達成度之因素
「先到先裁」的裁員策略對於「非利潤觀點」的實際達成度有顯著負向影響。

Organizational downsizing is an important issue that a company must face whether it’s located in Taiwan or not. Davis et al. (2003) said that more and more companies are starting to take organizational downsizing as a strategy and consider it a part of organization life cycle. Companies should put organizational downsizing into consideration even if it is not the most urgent matter.

Research objects of this thesis are focused on companies located in Taiwan. The results are expected to show the factors of organizational downsizing and the criteria taken in downsizing companies. This research also hopes to reveal the features of companies that succeed more easily and reached their prospective objects.

After field investigation, the conclusions are as below:
1. the factors that influence companies downsize or not
I. Companies in manufacturing industry have a positive influence on organizational downsizing.
II. Environment uncertainty has a positive influence on organizational downsizing.
III. Communication has a negative influence on organizational downsizing.
2. the factors that influence the downsizing strategy
I. Performance evaluation negatively affects “First hired - first fired” strategy.
II. Financial reward positively affects “First hired - first fired” strategy.
3. the factors that influence the actual reachment
I. “First hired - first fired” strategy negatively affects the actual reachment of “non-financial performance.”

目錄
第一章 緒論…… … … … … … … … … … … …… … … … …… … … 1
1.1 研究背景與動機… … … … … … … … … … …… … … … … ..…1
1.2 研究目的… … … … … … … … … … … … … … … … … … … …2
第二章 文獻探討… … … …… … … …… … … … ……… … … … … 3
2.1 組織精簡… … … … … … … … … … … …… … … … ……… …3
2.2 產業環境… … … … … … … … … … … …… … … … ……… … 7
2.3 組織策略… … … … … … … … … … … …… … … … ……………9
2.4 裁員標準… … … … … … … … … … … …… … … … …………12
2.5 人力資源管理體系… … … … … … … … … … … …… … … …14
第三章 研究方法… … … … … … … … … … … …… … … … …………17
3.1 研究問題… … … … … … … … … … … …… … … … …………17
3.2 研究假設… … … … … … … … … … … …… … … … …………18
3.3 研究變數定義與衡量… … … … … … … … … … … …… … …20
3.4研究對象與資料蒐集方式… … … … … … … … … … … …… …29
3.5 資料分析方法… … … … … … … … … … … …… … … … ……30
第四章 研究結果與資料分析… … … … … … … … … … … …… … …32
4.1 成對樣本t檢定… … … … … … … … … … … …… … … … …32
4.2 樣本特性分析… … … … … … … … … … … …… … … … ……33
4.3 信度與效度… … … … … … … … … … … …… … … … ………37
4.4 影響公司有無進行組織精簡之因素探討… … … … … … … 43
4.5 裁員標準之探討… … … … … … … … … … … …… … … … …47
4.6 實際達成度之探討… … … … … … … … … … … …… … … …52
第五章 結論與建議… … … … … … … … … … … …… … … … ………54
5.1 研究結論… … … … … … … … … … … …… … … … …………54
5.2 研究貢獻… … … … … … … … … … … …… … … … …………56
5.3 研究限制… … … … … … … … … … … …… … … … …………57
5.4 後續研究建議… … … … … … … … … … … …… … … … ……58
參考文獻… … … … … … … … … … … …… … … … ………………………59
附錄：問卷… … … … … … … … … … … …… … … … ……………………65


圖目錄
圖2-1 人力資源管理體系的六個構面… … … …… … …… … …… …14

表目錄
表2-1 組織精簡的三個類型……………… ………………………………6
表2-2 實務界裁員標準表…………………… ……………………………13
表3-1 「環境」之構面與問卷設計…………… ……………………………20
表3-2 「組織策略」之分類與問卷設計……………………………………22
表3-3 「裁員標準」之分類與問卷設計表…………………………………23
表3-4 「人力資源管理體系」之構面與問卷設計表………………………24
表3-5 「實際達成度」之問卷設計表………………………………………26
表3-6 「基本資料」之構面與問卷設計表…………………………………27
表3-7 「樣本特性」之構面與問卷設計表…………………………………28
表4-1 成對樣本t檢定……………………………………………………32
表4-2 答卷者之統計分析表………………………………………………34
表4-3 樣本之描述性統計分析……………………………………………36
表4-4 信度分析……………………………………………………………37
表4-5 裁員標準之因素分析………………………………………………39
表4-6 實際達成度之因素分析……………………………………………40
表4-7 產業環境量表之因素分析…………………………………………41
表4-8 人力資源管理體系之因素分析……………………………………42
表4-9 邏輯斯迴歸分析之分類表…………………………………………43
表4-10 邏輯斯迴歸分析之Hosmer-Lemeshow檢定……………………44
表4-11 邏輯斯迴歸模型分析表……………………………………………46
表4-12 產業環境與裁員策略一之線性迴歸分析表………………………47
表4-13 人力資源管理體系與裁員策略一之線性迴歸分析表……………47
表4-14 組織策略與裁員策略一之單因子變異數分析表…………………48
表4-15 產業類別與裁員策略一之單因子變異數分析表…………………48
表4-16 產業環境與裁員策略二之線性迴歸分析表………………………50
表4-17 人力資源管理體系與裁員策略二之線性迴歸分析………………50
表4-18 組織策略與裁員策略二之單因子變異數分析表…………………51
表4-19 產業類別與裁員策略二之單因子變異數分析……………………51
表4-20 依據員工的能力與表現與非利潤觀點目標之線性迴歸分析表…52
表4-21 先到先裁與表現與非利潤觀點目標之線性迴歸分析表…………52
表4-22依據員工的能力與表現與提高公司利潤目標之線性迴歸分析表…53
表4-23 先到先裁與表現與提高公司利潤之線性迴歸分析表……………53
表5-1 研究假設結果彙總表…………………………………………………55

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