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研究生:張嘉純
研究生(外文):Chang Chia Chun
論文名稱:人力資源管理策略與組織公平對工作滿意與離職意向之影響-以被併購後銀行員工為例
指導教授:陳惠芳陳惠芳引用關係
指導教授(外文):Chen Huei Fang
學位類別:碩士
校院名稱:東吳大學
系所名稱:國際經營與貿易學系
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:2008
畢業學年度:96
語文別:中文
論文頁數:104
中文關鍵詞:人力資源管理策略組織公平工作滿意離職意向銀行業併購
外文關鍵詞:HRM strategyorganizational justicejob satisfactionintention to resignM & A in financial industry
相關次數:
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  • 收藏至我的研究室書目清單書目收藏:6
本研究主要目的是針對併購後被併購銀行的人力資源管理策略、員工知覺組織公平對工作滿意、離職意向相關議題加以研究,希望能從中瞭解銀行併購後之人力資源管理策略、組織公平是否影響員工之工作滿意,進而影響離職意向。
本研究以發放網路問卷及紙本問卷調查的方式收集資料,共回收有效問卷320份,經過因素分析刪題後,確定問卷之信度及效度,以迴歸分析來驗證研究假設,最後提出相關理論和管理上的意涵以及對未來的研究建議。
本研究的主要結果如下:
1. 併購後銀行人力資源管理策略對員工知覺組織公平有正向顯著影響。
2. 併購後銀行人力資源管理策略對員工工作滿意有正向顯著影響。
3. 併購後銀行員工知覺組織公平對其工作滿意有正向影響。
4. 併購後被併購銀行員工工作滿意對其離職意向有負向影響
The main purpose of this study is to examine the relationship between HR strategy, organizational justice, job satisfaction and intention to resign after an acquisition completed. This study focuses on the employees from acquired banks after integration.

A questionnaire survey was conducted from March to April in 2008. Regression analysis was used to test the hypotheses in this research.

The major conclusions are as follows:

1. A bank’s HRM strategy has a positive and significant influence on acquired bank employees’ perceptions of organizational justice.
2. A bank’s HRM strategy has a positive and significant influence on acquired bank employees’ job satisfaction.
3. An acquired bank employees’ perceptions of organizational justice has a positive and significant influence on their job satisfaction.
4. An acquired bank employees’ job satisfaction has a negative and significant influence on their intention to resign.

Lastly, the academy and management contribution and implications of this study are explained and some suggestions for future research directions are recommended.
第一章 緒論……………………………………………………………1
第一節 研究背景與動機……………………………………………………...1
第二節 研究目的……………………………………………………………...4
第二章 文獻探討…………………………………………………….…5
第一節 策略性人力資源管理…………………………………………………5
第二節 組織公平……………………………………………………………..18
第三節 工作滿意……………………………………………………………..21
第四節 離職意向……………………………………………………………..25
第三章 研究方法…………………………………………….………..27
第一節 研究架構……………………………………………………………..27
第二節 研究假設……………………………………………………………..28
第三節 研究變項之衡量……………………………………………………..31
第四節 研究設計……………………………………………………………..37
第四章 研究分析……………………………………………………...41
第一節 研究樣本分析………………………………………………………..41
第二節 衡量工具差異檢定…………………………………………………..43
第三節 因素分析……………………………………………………………...44
第四節 相關分析……………………………………………………………...55
第五節 假設檢定……………………………………………………………..57
第六節 研究假設檢定結果...…………………………………………….…..74
第五章 結論與建議…………………………………………………...77
第一節 研究結論……………………………………………………………..77
第二節 研究貢獻與意涵……………………………………………….…….79
第三節 研究限制與未來研究建議…………………………………………..81
參考文獻………………………………………………………………...82
中文部分………………………………………………………………………..82
英文部分………………………………………………………………………..85
附錄 研究問卷…………………………………………………….…..91
中文部分
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7. 林秋慧,2006,策略性人力資源管理措施與服務補救績效關係之研究,國立體育學院休閒產業經營學系碩士論文。
8. 林孟蓉,2005,領導型態、激勵措施認知、工作滿意度與離職傾向之研究,國立中山大學人力資源管理研究所碩士論文。
9. 林贊正,2005,台灣金控公司之組織變革、組織公平、員工工作壓力與組織承諾關聯之研究,南華大學管理科學研究所碩士論文。
10. 周志法,2002,領導風格、公平認知、員工工作滿足之關係探討,國立台灣海洋大學航運管理學系研究所碩士論文。
11. 柯龍光,2005,組織定位與工作滿意度離職傾向之關聯性研究-以北部工業區管理機構為例,中原大學企業管理學系碩士論文。
12. 洪美杏,2008,企業併購與員工離職傾向關係研究,大葉大學人力資源暨公共關係學系碩士在職專班碩士論文。
13. 孫領弟,2003,組織公平、信任與組織員工工作滿足之相關研究-以基隆市政府為例,國立台灣海洋大學航運管理學系碩士論文。
14. 紀乃文、張火燦,2006,人力資源主管角色、人力資源部門績效指標與組織譏笑關係之研究,人力資源管理學報,第六卷,第三期,頁71-93。

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