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研究生:劉彥青
研究生(外文):Yen-ching Liu
論文名稱:組織基礎自尊、正向心理資本對變革態度與情感性承諾影響之研究—以台灣高科技業為例
論文名稱(外文):A study of the relationship between OBSE, Psycap and affective commitment: Mediated by attitude toward organizational change
指導教授:余眀助
指導教授(外文):Ming-Chu Yu
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:163
中文關鍵詞:情感性承諾組織變革態度組織基礎自尊心理資本組織變革
外文關鍵詞:ORGANIZATION-BASED SELF-ESTEEMAFFECTIVE COMMITMENTPSYCHOLOGICAL CAPITALORGANIZATIONAL CHANGE
相關次數:
  • 被引用被引用:18
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金融海嘯為目前最明顯的大環境改變之一,促使許多知名大廠也對於員工採取更大膽且激烈的組織變革策略,甚至連人人稱羨的高科技業也面臨到無薪假等各種組織變革。本研究希望能理解到組織變革下個體之變革態度對於情感性承諾之影響,希望能藉由研究架構模式的確立找出影響情感性承諾之前因,以在變革過程中找到可以導向正向途徑的方法,也希望藉由眾多文獻的探討及實證分析以釐清本研究之四構面間的關係。在個體差異變數上採用新興的心理資本概念與既有的組織基礎自尊當作本研究之自變項,將組織變革態度視為中介,依變項則為情感性承諾,此架構有別於以往學者以組織層面角度或是單以組織承諾做為依變項的研究。
研究對象方面,選定台灣高科技產業之從業人員,共計回收有效問卷319 份,其研究結果顯示出心理資本能透過組織變革態度影響到情感性承諾,其在直接與間接關係上皆成立,但在組織基礎自尊與情感性承諾的直接與間接效果上則無法獲得實務支持。除了探討本研究之主要架構外,本研究亦更進一步探討人口統計變向對於各構面之影響,由研究結果發現各構面在教育程度、職務層級、工作性質及年資有顯著差異,期望以更周詳的個體差異與特質讓研究更為接近實務且周詳。 在學術上釐清各構面關係與建立中介效果模型外,所有研究結果皆可回饋到人力資源管理實務上,將心理資本與人力資源管理實務之選、用、育、晉、留結合,便能開創出新的競爭優勢所在,且心理資本之投資除了能充分表達個體特質外亦為可量化因素,故此領域之研究將深具研究價值。
The financial tsunami, being the most influential factor on economic changes,have led companies to undergo radical structure reformation, and forcing
well-established companies to conduct unpaid leave policy. If worse, policy-makers will even downsize the organizations, and even high-tech companies cannot avoid this fate.
The aim of the research is using individual-level study to see how Taiwanese high-tech employees and managers’ attitudes toward organizational change and what impact they would cause on the affective commitments and consequently search for methods which will let organizational changes be perceived as positive events to all members. In addition, the study will clarify the relationship between psychological
capital, organization-based self-esteem, attitudes toward organizational change and affective commitment. Furthermore, discussing how demographic variables influence these four main variables would be another contribution from the study.
With effective samples of 319 high-tech employees and manager samples have proven that the psychological capital has both direct and indirect relationships with the affective commitments, on the other hand, organization-based self-esteem factor
has neither. Moreover, the data indicates that ducation, managerial rank, job content and seniority are statically significant toward the main four variables.
目錄
頁數
目錄……………………………………………………………………Ⅰ
表目錄…………………………………………………………………Ⅵ
圖目錄…………………………………………………………………Ⅷ
中文摘要………………………………………………………………Ⅸ
英文摘要………………………………………………………………Ⅹ

第一章 緒論………………………………………………………1
第一節 研究背景與動機…………………………………………1
第二節 研究目的…………………………………………………6
第三節 研究流程…………………………………………………7
第二章 文獻探討………………………………………………………8
第一節 高科技業產業概述………………………………………8
一、高科技業定義……………………………………………8
二、高科技業特性………………………………………………10
第二節 組織變革………………………………………………13
一、組織變革的定義……………………………………………13
二、組織變革的原因……………………………………………14
三、組織變革的模式與類型……………………………………16
四、組織變革小結………………………………………………16
第三節 組織變革態度…………………………………………18
一、態度之定義…………………………………………………18
二、組織變革態度之定義………………………………………19
三、組織變革態度之研究………………………………………19
四、組織變革態度之構面與衡量……………………………….23
五、組織變革態度小結…………………………………………24
第四節 情感性承諾…………………………………………….26
一、組織承諾概述………………………………………………26
二、情感性承諾…………………………………………………28
三、情感性承諾小結 …………………………………………29
第五節 心理資本………………………………………………30
一、心理資本之定義……………………………………………30
二、心理資本之內涵……………………………………………31
三、心理資本之構面與衡量……………………………………32
四、心理資本小結………………………………………………37
第六節 組織基礎自尊…………………………………………38
一、組織基礎自尊的定義………………………………………38
二、組織基礎自尊的成因與衡量………………………………39
三、組織基礎自尊小結…………………………………………41
第七節 各構面之關係探討……………………………………42
一、心理資本、組織基礎自尊與組織變革態度…………………42
二、心理資本、組織基礎自尊與情感性承諾……………………44
三、變革態度與情感性承諾……………………………………..45
四、組織變革態度之中介效果…………………………………46
五、人口統計變項對於各構面之影響…………………………49
第三章 研究方法……………………………………………………50
第一節 研究架構與假設………………………………………50
一、研究架構……………………………………………………50
二、研究假設……………………………………………………51
第二節 研究變項之操作性定義與衡量………………………53
一、心理資本……………………………………………………53
二、組織基礎自尊………………………………………………54
三、組織變革態度………………………………………………55
四、情感性承諾…………………………………………………56
五、人口統計變項………………………………………………57
第三節 抽樣方法與樣本分析…………………………………59
一、抽樣方法與研究對象………………………………………59
二、樣本特性概述………………………………………………60
第四節 資料處理及分析方法…………………………………63
一、描述性統計分析……………………………………………63
二、衡量變項因素分析及效度、信度之檢定……………………64
三、相關係數分析………………………………………………65
四、結構方程模式………………………………………………65
五、變異數分析…………………………………………………65
六、路徑分析……………………………………………………65
七、Sobel test……………………………………………………66
第五節 因素分析與效度分析…………………………………67
一、驗證性因素分析及效度分析說明…………………………67
二、各量表之因素分析與效度分析……………………………69
三、小結…………………………………………………………77
第四章 實證分析結果………………………………………………79
第一節 研究構面基本特性資料分析…………………………79
一、心理資本……………………………………………………79
二、組織基礎自尊………………………………………………82
三、組織變革態度……………………………………………….83
四、情感性承諾…………………………………………………84
五、小結………………………………………………………….85
第二節 各構面之Pearson相關分析……………………………..88
一、心理資本與各構面之相關分析……………………………88
二、組織基礎自尊與各構面之相關性分析……………………89
三、組織變革態度與各構面之相關性分析……………………90
四、小結…………………………………………………………91
第三節 不同企業特性在各構面間之變異數分析……………93
一、不同教育程度之差異性分析………………………………93
二、不同職務層級之差異性分析………………………………95
三、不同工作性質之差異性分析………………………………97
四、不同年資之差異性分析……………………………………99
五、小結…………………………………………………………101
第四節 構面整體模式分析……………………………………102
一、整體適配度…………………………………………………102
二、基本適配度…………………………………………………103
三、模式內在結構適配度………………………………………104
四、小結…………………………………………………………107
第五節 研究假設與實證結果…………………………………109
第五章 結論與建議…………………………………………………110
第一節 研究結論………………………………………………110
一、主要理論模式配置之發現…………………………………110
二、個體差異因素影響…………………………………………113
第二節 學術與管理意涵………………………………………116
一、學術意涵……………………………………………………116
二、管理意涵……………………………………………………116
第三節 研究限制與未來研究方項建議………………………125
一、研究限制……………………………………………………125
二、未來研究建議………………………………………………126
文獻參考…………………………………………………………127
一、中文文獻……………………………………………………127
二、英文文獻……………………………………………………128
附錄一、問卷……………………………………………………147
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