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研究生:蕭淑美
研究生(外文):Shu-Mei Hsiao
論文名稱:組織文化、組織變革、工作滿意度與組織承諾關聯性之研究
論文名稱(外文):A Study of the Relationships among Organizational Culture,Organizational Change,Job Satisfaction and Organiza-tional Commitment
指導教授:曾耀煌曾耀煌引用關係
指導教授(外文):Yao-Huang Tseng
口試委員:莊錦賜曾清枝
口試委員(外文):Juin-shy JuangChing-Chin Tseng
口試日期:2012-10-30
學位類別:碩士
校院名稱:大葉大學
系所名稱:管理學院碩士在職專班
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:2012
畢業學年度:101
語文別:中文
論文頁數:128
中文關鍵詞:組織文化組織變革工作滿意度組織承諾
外文關鍵詞:organizational cultureorganizational changejob satisfactionorganizational commitment
相關次數:
  • 被引用被引用:17
  • 點閱點閱:795
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  • 下載下載:253
  • 收藏至我的研究室書目清單書目收藏:2
中文摘要

  桃園國際機場為我國空運的首要門戶,為符合世界潮流,增加其競爭力,交通部及民航局積極參考世界先進機場管理型態。透過公司化組織型態進行相關的建設和管理,以提升機場經營效率。因此,在桃園機場變革過程中,員工對於組織文化、組織變革、工作滿意度及組織承諾關聯性之研究,是值得探討的問題。
  本研究根據相關文獻,擬定研究架構,提出相關假設,以及各變數之操作行定義,並設計問卷。以桃園機場員工為樣本對象,總計收回樣本數243份,運用統計軟體SPSS12.0及AMOS18.0進行資料分析,以驗證各變數間之關係。結果顯示組織變革對工作滿意度與組織承諾有顯著正向影響,工作滿意度對組織承諾亦有正向影響;組織文化對組織變革有正向影響,然而對工作滿意度及組織承諾卻無顯著直接關係。
由前述中得知,企業在進行變革計畫時,若能強化公司組織文化,提昇員工變革認知及工作滿意度,此時員工必將對組織產生高度認同與忠誠,進而達成組織變革真正的目的。

關鍵字:組織文化,組織變革,工作滿意度,組織承諾

ABSTRACT

Taoyuan International Airport is the major gateway of Taiwan's air transportation. To keep up with the world trend and increase its competitiveness, the Ministry of Communications and the Civil Aviation Authority refer to the management types of international airports.By means of corporatization type of organization ,the efficiency of the airport operation and releated constraction are expected to be enhanced.
Therefore, employees' opinions towards organizational culture, change, commitment and job satisfaction in the transformotrn of Taoyuan Airport , are worth exploring.
Based on the related literature, this study intended research framework to give operational definitions of variables and to design the questionnaire. This study is a survey of Taoyuan Airport staffs. There are 243 samples and the data is analyzed with the statistical software SPSS12.0 and AMOS18.0 in order to verify the relationship among the variables. The result shows that organizational changes have a significant positive impact on job satisfaction and organizational commitment. Job satisfaction is also a positive impact on organizational commitment.On the other hand, organizational culture has a positive influence on organizational change while there’s no obvious relation to job satisfaction and organizational commitment.
As a result, during the enterprise reform,the employees will produce a high de-gree of loyalty while the organization culture is strengthened to enhance their cogni-tive of transformation and job satisfaction. Therefore, the aim of organizational change is exactly achieved.

Key Words : organizational culture,organizational change,job satisfaction and organ-izational commitment

目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題和目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 桃園機場公司介紹 5
第二節 組織文化 8
第三節 組織變革 15
第四節 工作滿意度 22
第五節 組織承諾 27
第六節 組織文化、組織變革、工作滿意度與組織承諾間之關係 34
第三章 研究方法 46
第一節 研究架構 46
第二節 研究假設 47
第三節 變數的操作型定義和衡量 47
第四節 問卷設計與抽樣設計 52
第五節 統計分析方法 54
第四章 實證資料分析 59
第一節 基本資料分析 59
第二節 變數基本資料敘述統計分析 61
第三節 驗證性因素分析 67
第四節 資料分析與檢驗 76
第五節 建構信度與效度 78
第六節 整體結構模式驗證 81
第七節 討論 85
第五章 結論與建議 93
第一節 研究結論 93
第二節 管理意涵 95
第三節 研究限制 97
第四節 後續研究建議 98
參考文獻 99
一、中文部份 99
二、英文部分 106
附錄-問卷 124

圖目錄
圖 1- 1 研究流程 4
圖 2- 1 機場公司組織架構圖 7
圖 2- 2 組織文化的建立與維持 9
圖 2- 3 組織文化的七大構面 13
圖 2- 4 LEAVITT 的革新模式 19
圖 2- 5 組織成員面對變革的心理歷程 20
圖 2- 6 STEERS之組織承諾前因後果模式 29
圖 2- 7 MOWDAY、PORTER 與STEERS 之理論模式 30
圖 2- 8 組織文化與工作滿意度關係 36
圖 2- 9 組織文化與組織承諾關係 38
圖 2-10 組織變革與工作滿意度關係 40
圖 2-11 組織變革與組織承諾關係 42
圖 2-12 工作滿意與組織承諾關係 44
圖 3- 1 研究架構 46
圖 3- 2 抽樣程序 53
圖 4- 1 組織文化一階驗證分析 69
圖 4- 2 組織變革一階驗證分析 70
圖 4- 3 工作滿意度一階驗證分析 72
圖 4- 4 組織承諾一階驗證分析 73
圖 4- 5 整體模式驗證結果 82
圖 4- 6 組織文化、組織變革與工作滿意度間之路徑效果 88
圖 4- 7 組織文化、組織變革與組織承諾間之路徑效果 89
圖 4- 8 組織文化、組織變革與組織承諾間之路徑效果 90
圖 4- 9 組織變革、工作滿意度與組織承諾間之路徑效果 91
表目錄
表 2- 1 國內外學者組織文化定義之彙整表 11
表 2- 2 組織文化構面 14
表 2- 3 組織變革定義 17
表 2- 4 組織變革認知的衡量構面 21
表 2- 5 工作滿意度之定義 24
表 2- 6 工作滿意度理論總表 25
表 2- 7 工作滿意度的衡量構面 26
表 2- 8 組織承諾定義 28
表 2- 9 組織承諾的構面分析 34
表 2-10 組織文化、變革、承諾與工作滿意度之相關研究 44
表 3- 1 組織文化操作型定義與衡量問項 48
表 3- 2 組織變革操作型定義與衡量問項 49
表 3- 3 工作滿意度操作型定義與衡量問項 50
表 3- 4 組織承諾操作型定義與衡量問項 51
表 3- 5 整體模式配適度參考指標 57
表 4- 1 樣本基本資料分析(有效樣本205份) 60
表 4- 2 組織文化題目之平均數與排序 61
表 4- 3 組織變革題目之平均數與排序 62
表 4- 4 個人屬性於組織變革之T 檢定分析 64
表 4- 5 個人屬性於組織變革之變異數分析 64
表 4- 6 工作滿意度題目之平均數與排序 65
表 4- 7 組織承諾題目之平均數與排序 67
表 4- 8 各研究變數之平均數與排序 68
表 4- 9 組織文化構面問卷原始題項 69
表 4-10 組織變革構面問卷原始題項 71
表 4-11 工作滿意度構面問卷原始題項 72
表 4-12 組織承諾構面問卷原始題項 74
表 4-13 驗證式因素分析彙整表 75
表 4-14 變數多元常態檢定 76
表 4-15 變數違犯估計檢定表 77
表 4-16 信度檢驗衡量模式 79
表 4-17 總體變數偏度校正百分位數法 80
表 4-18 總體變數百分位數法 80
表 4-19 衡量模式配適指標結果 81
表 4-20 各變數路徑之關係與假設檢定結果 83
表 4-21 組織文化、組織變革與工作滿意度間之路徑效果 89
表 4-22 組織文化、組織變革與組織承諾間之路徑效果 89
表 4-23 組織文化、組織變革與組織承諾間之路徑效果 90
表 4-24 組織變革、工作滿意度與組織承諾間之路徑效果 91



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臺灣桃園國際機場官方網站。2012年3 月13 日,取自
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