臺灣博碩士論文加值系統

近年來跨國企業隨著經濟的快速發展和國際競爭的日益激烈，因此，企業必須定期改變結構以適應競爭的環境和追求高獲利策略。本研究係探討跨國公司之員工在組織變革下所產生的不確定感與組織公民行為及離職傾向之間的關係，研究結果如下：
一、變革的頻率對不確定感呈正向影響。
二、變革的影響對不確定感呈正向影響。
三、變革的計劃性對不確定感呈負向影響。
四、不確定感對組織公民行為呈負向影響。
五、不確定感對離職傾向呈正向影響。
根據上述的研究結果，本研究對跨國企業的建議為：管理者在變革執行前擬定計劃，並確實宣導與執行計劃性變革，藉以降低變革帶來的負面影響。變革過程中，若員工的反應是具有正面，則加給予鼓勵，期望他們可以激發其他同儕的組織公民行為及降低其離職傾向。對後續研究者的建議為：探討組織公民行為、離職傾向與個人特質的影響，搭配訪談法的研究等。

In recent years, with the rapid development of the economy, international companies have had to change their structures regularly in order to remain profitable in the face of international competition. This paper discusses our study on the characteristics of organizational change, specifically which characteristics influence an individual’s appraisal of the uncertainty associated with change and ultimately how change affects the citizenship behavior and turnover intentions of an organization’s employees. As a result, the findings are as follows:
1. The perception that change is very frequent displays a significant, unique positive relationship with psychological uncertainty.
2. The perception that change has resulted in significant modification to core aspects of an organization displays a significant, unique positive relationship with psychological uncertainty.
3. The perception that change has been implemented after deliberation and planning displays a significant, unique negative relationship with psychological uncertainty.
4. Psychological uncertainty is negatively related to organizational citizenship behavior.
5. Psychological uncertainty is positively related to turnover intentions.
Results suggest that before an organizational change occurs, careful planning for the change process can reduce the negative influence which the change brings. Also during the change process, if individuals respond positively to the change, then leader should encourage them with the expectation that they may enhance organizational citizenship behavior and decrease the turnover intentions of other associates.
Suggestions for further research include first analyzing of how individual characteristics such as age and education affect organizational citizenship behavior and turnover intentions and secondly conducting interviews to further understand the attitudes and intentions of the surveyed employees

中文摘要　．．．．．．．．．．．．．．．．．．．．． iii
英文摘要　．．．．．．．．．．．．．．．．．．．．． iv
誌謝辭　　．．．．．．．．．．．．．．．．．．．．． vi
內容目錄　．．．．．．．．．．．．．．．．．．．．． vii
表目錄　　．．．．．．．．．．．．．．．．．．．．． ix
圖目錄　　．．．．．．．．．．．．．．．．．．．．． xi
第一章　　研究動機與目的．．．．．．．．．．．．．． 1
　　第一節　　研究背景與動機．．．．．．．．．．．． 1
　　第二節　　研究目的與問題．．．．．．．．．．．． 4
　　第三節　　研究範圍．．．．．．．．．．．．．．． 4
第二章　　文獻探討．．．．．．．．．．．．．．．．． 5
　　第一節　　組織變革．．．．．．．．．．．．．．． 5
　　第二節　　不確定感．．．．．．．．．．．．．．． 11
　　第三節　　組織公民行為．．．．．．．．．．．．． 13
　　第四節　　離職傾向．．．．．．．．．．．．．．． 17
　　第五節　　組織變革與不確定感之關聯性．．．．．． 20
　　第六節　　不確定感與組織公民行為之關聯性．．．． 21
　　第七節　　不確定感與離職傾向之關聯性．．．．．． 23
　　第八節　　其他影響組織公民行為與離職傾向的因素． 24
第三章　　研究方法．．．．．．．．．．．．．．．．． 27
　　第一節　　研究架構．．．．．．．．．．．．．．． 27
　　第二節　　操作性定義與衡量工具．．．．．．．．． 28
　　第三節　　研究假設．．．．．．．．．．．．．．． 30
　　第四節　　樣本與資料收集．．．．．．．．．．．． 31
　　第五節　　資料分析方法．．．．．．．．．．．．． 32
第四章　　資料分析．．．．．．．．．．．．．．．．． 34
　　第一節　　描述性統計分析．．．．．．．．．．．． 34
　　第二節　　因素分析．．．．．．．．．．．．．．． 38
　　第三節　　信度分析．．．．．．．．．．．．．．． 43
　　第四節　　差異分析．．．．．．．．．．．．．．． 45
　　第五節　　相關分析．．．．．．．．．．．．．．． 46
　　第六節　　迴歸分析．．．．．．．．．．．．．．． 51
　　第七節　　路徑分析．．．．．．．．．．．．．．． 56
第五章　　結論與建議．．．．．．．．．．．．．．．． 60
　　第一節　　研究結論．．．．．．．．．．．．．．． 60
　　第二節　　管理實務建議．．．．．．．．．．．．． 62
　　第三節　　研究限制．．．．．．．．．．．．．．． 63
　　第四節　　後續研究建議．．．．．．．．．．．．． 63
參考文獻　．．．．．．．．．．．．．．．．．．．．． 65
附錄　　研究問卷．．．．．．．．．．．．．．．．．． 78

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