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研究生:鄧志毅
研究生(外文):Chih-yi Teng
論文名稱:組織成員因應組織變革反應行為之研究-以某產險業為例
論文名稱(外文):A research on employees'' responses to organizational changes- a case study of a property insurance company
指導教授:王言王言引用關係許可達許可達引用關係
指導教授(外文):Yan WangKer-tah Hsu
學位類別:碩士
校院名稱:朝陽科技大學
系所名稱:保險金融管理系碩士班
學門:商業及管理學門
學類:風險管理學類
論文種類:學術論文
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:83
中文關鍵詞:恐懼威脅評估能力評估員工參與員工反應行為批評
外文關鍵詞:employees'''' responsesemployees'''' participationability evaluationthreat evaluationfearcriticism
相關次數:
  • 被引用被引用:2
  • 點閱點閱:199
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  • 下載下載:4
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中 文 摘 要
組織內的成員大部分都相當珍惜其既有的利益,組織一旦發生變革,安於現狀的員工會因此而焦躁不安,害怕自己的能力不足來因應環境的變動,甚至成就感不高的員工也不願有任何的變革。畢竟員工不能適應變動、不安定的生活時,他們所需要的是一種穩定的工作環境,因此太大和太快的變動所造成的不確定感,會引起組織中員工的不安、焦慮、混亂和緊張,造成組織變革後引起的不安定因素。
本文將探討明台產物保險公司所啟動的組織變革,經歷過兩次重大組織變革下的員工,對於公司所作的組織變革後,不同併購變革系統及組織變革態度,員工對個人社會支持、信任同仁、授權賦能、知覺組織支持、員工參與、組織公正的各組變項來作為研究範圍,本文係採取SPSS 12.0統計視窗軟體作為統計分析的工具,針對樣本做描敘性統計分析、T檢定分析、單因子變異數分析、皮爾森積差相關分析及多元迴歸分析,以了解對於公司的組織變革後員工反應行為。
本研究主要發現如下:
1. 組織成員對於變革後,日本三井企業滿意程度最高,而對於第一金控滿意程度最低。
2. 員工之不同併購體系對組織的個人社會支持、同仁信任、授權賦能、知覺組織、員工參與、組織公正、能力評估、威脅評估、遵守、充滿希望、恐懼與批評皆有顯著性差異,
3 在個人社會支持、同仁信任、授權賦能、知覺組織、員工參與、組織公正、能力評估、遵守與充滿希望部分,日本三井企業併購均顯著大於第一金控之併購,而威脅評估、恐懼與批評部分則是第一金控顯著大於日本三井企業併購。
4. 根據皮爾森積差相關分析檢驗各構面,第一金控部分及三井部分,其中,個人社會支持、同仁信任、授權賦能、知覺組織支持、員工參與、組織公正、能力評估、遵守與充滿希望彼此間,均呈現正相關,威脅評估、恐懼、批評與上述之各變項皆呈現負相關,而威脅評估、恐懼與批評彼此間呈現正相關。
Abstract
Members of an organization cherish their own status and interest. Once an organizational change occurs, members become restless. They are afraid that their skills and abilities are not enough to adjust to the change. Members with weak sense of achievement don''t want any changes, either. After all, members in an organization need stability. Changes made too soon and too extensively will create uncertainty, which, in turn, makes employees restless, anxious, confused and nervous. All these feelings causes instability.
This research is focused on the organizational changes made by Ming Tai Fire and Marine Insurance Company. Their employees went through 2 major changes. We study the mergers. We also analyze several variables, such as employees'' social support, their trust in colleagues, authorization, organizational support, employees'' participation, fairness in the organization. This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis in order to better understand employees'' responses to the organizational changes. The methods for analysis of sample data were as follows: factor analysis, reliability analysis, descriptive statistics, T-test analysis, single factor variant analysis (one-way ANOVA), subsequent inspection, Pearson correlated analysis, cluster analysis, regression analysis, path analysis and so on.

The findings are as followed:
1.Employees are satisfied with the merger with Mitsui & Co. They are not as satisfied with the merger with First Financial Holding Co.

2. There are significant difference on the 2 mergers on the issues of employees'' social support, their trust in colleagues, authorization, organizational support, employees'' participation, fairness in the organization, ability evaluation, threat evaluation, hope, fear and criticism.

3.The merger with Mitsui causes significant effects on employees'' social support, their trust in colleagues, authorization, organizational support, employees'' participation, fairness in the organization, ability evaluation, and hope. The merger with First Financial Holding Co. causes significant effects on threat evaluation, fear and criticism.

4.Using Pearson correlated analysis, employees'' social support, their trust in colleagues, authorization, organizational support, employees'' participation, fairness in the organization, ability evaluation, and hope are positively correlated. Threat evaluation, fear and criticism are negatively correlated with the above factors.
目 錄
中文摘要--------------------------------------------------------------------------------- I
Abstract---------------------------------------------------------------------------------- III
誌謝--------------------------------------------------------------------------------------- V
目錄---------------------------------------------------------------------------------------VII
表目錄------------------------------------------------------------------------------------X
圖目錄-----------------------------------------------------------------------------------XI
第一章 緒論---------------------------------------------------------------------------1
第一節 研究背景----------------------------------------------------------------1
第二節 研究動機----------------------------------------------------------------2
第三節 研究目的----------------------------------------------------------------4
第四節 研究流程----------------------------------------------------------------6
第二章 文獻探討---------------------------------------------------------------------9
第一節 員工反應行為----------------------------------------------------------9
第二節 影響認知評估的因素------------------------------------------------14
2-2-1 個人社會支持----------------------------------------------------------14
2-2-2 信任同仁----------------------------------------------------------------16
2-2-3 授權賦能----------------------------------------------------------------19
2-2-4 知覺組織支持----------------------------------------------------------22
2-2-5 員工參與------------------------------------------------------------------24
2-2-6 組織公正------------------------------------------------------------------26
第三章 研究設計與方法-------------------------------------------------------------36
第一節 研究架構與假設---------------------------------------------------------36
第二節 樣本選擇與資料蒐集---------------------------------------------------38
3-2-1 研究對象-----------------------------------------------------------------38
3-2-2 抽樣方法-----------------------------------------------------------------38
第三節 研究量表信效度分析---------------------------------------------------39
第四節 資料分析方法----------------------------------------------------------- 49
第四章 資料分析與結果--------------------------------------------------------------51
第一節 員工基本資料分析-------------------------------------------------------51
第二節 員工對企業併購與企業滿意度資料分析----------------------------52
第三節 不同併購體系對組織成員變革認知與變革反應之差異分析----54
第四節 併購變革態度對組織成員變革認知與變革反應之差異分析----56
第五節 各變項之相關分析-------------------------------------------------------61
第六節 假設性因果關係模式之驗證-------------------------------------------65
第五章 結論與建議-------------------------------------------------------------------70
第一節研究結論-------------------------------------------------------------------- 70
第二節 建議事項與後續研究建議方向----------------------------------------72
5-2-1 建議事項------------------------------------------------------------------72
5-2-2 後續研究建議方向------------------------------------------------------72
中文參考文獻-----------------------------------------------------------------------------74
英文參考文獻-----------------------------------------------------------------------------75
附錄問卷-----------------------------------------------------------------------------------80

表目錄
表01 第一金控問卷項目分析表--------------------------------------------------40
表02 日本三井企業問卷項目分析表--------------------------------------------45
表03 問卷各構面信度分析表-----------------------------------------------------49
表04 組織成員結構分析表(N=450)------------------------ ----------------------51
表05 組織成員對企業併購態度與企業滿意度分析表(N=450)--------------53
表06 性別對各構面之平均數差異檢定表--------------------------------------55
表07 第一金控變革態度對各構面之平均數差異分析表--------------------56
表08 日本三井企業變革態度對各構面之平均數差異分析表--------------59
表09 第一金控各研究變項間之皮爾森積差相關係數表--------------------63
表10 日本三井企業各研究變項間之皮爾森積差相關係數表--------------64
表11 預測第一金控組織成員併購變革行為之模式之路徑分析表--------66
表12 預測日本三井企業組織成員併購變革行為模式之路徑分析表-----68

圖目錄
圖 01研究動機示意圖------------------------------------------------------------4
圖 02 研究流程圖-----------------------------------------------------------------8
圖 03 員工於工作不滿意下反應分類----------------------------------------10
圖 04 員工對問題事件的回應行動反應分類模型-------------------------11
圖 05 裁員下倖存者反應分類模型-------------------------------------------13
圖 06 知覺組織支持對員工態度與行為影響理論架構圖----------------24
圖 07 研究架構圖----------------------------------------------------------------36
圖 08 第一金控假設性因果模式之路徑圖----------------------------------67
圖 09日本三井企業假設性因果模式之路徑圖-----------------------------69
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