臺灣博碩士論文加值系統

國軍近14年間陸續實施精實案、精進案、精粹案3次三大組織變革案，造成人事異動頻繁及嚴重衝擊人員士氣。而馬總統在接見「國家亞洲研究局」訪問團時，提到國軍人數維持百分之0.6到0.7即可，強調藉由「質」的提升，平衡「量」的維持。因此，國防部綜合考量「打的需求」、「可招募的人力」，以及「可獲得的財力」等因素，將採「滾動式」方式修正兵力結構，打造「量適、質精、戰力強」的國防勁旅，未來在民國104年起將執行下一波的變革計劃「勇固案」兵力結構調整規劃。有鑑於此，本研究擬以組織承諾、工作滿足、組織變革對工作績效之關聯性，來探討對國軍等生產單位之影響。
本研究探討組織承諾與組織變革對工作績效影響，採便利抽樣法，以國軍生產工廠成員為抽樣對象，共發放500份問卷，有效問卷計458份，回收率為91.6%。在回收樣本之檢定未發現無反偏差及同源偏差的情況。本研究實證各研究構念的關係發現，組織承諾對工作績效有正向影響關係，工作滿意對工作績效有正向影響關係，組織變革對組織承諾與工作績效間之干擾效果不明顯，組織變革對工作滿意與工作績效間顯示有干擾效果。最後，本研究根據研究結論提出管理意涵與未來研究之方向。

In recent 14 years, the National Military continually executed three primary organizational change, including Jing-Shih program, Jing-Jin program, Jing-Tsui program, and it caused personnel transference frequently and impacted personnel morale critically. President Ma emphasized that it was enough to maintain quantity of 0.6 to 0.7 percent of National Military by improving the Quality and balancing the maintenance of the Quantity when he received The National Bureau of Asian Research. Therefore, the Ministry of National Defense considers the Requirement of attack, Military strength can be recruited, and Obtainable financial resources synthetically, and it will adopt Rolling way to modify structure of military strength and to build the National Military with Suitable quantity, Essential quality and Strong fighting strength. In 2015, the Ministry of National Defense will execute the next transforming Yong-Gu program to regulate the structure of military strength. In view of this conduct, the current study aims to explore the influence to the National Military Arsenal with the organizational commitment, job satisfaction, organizational change and job effects.
In this study, organizational commitment and organizational change impact on job performance organization, convenience sampling method, to members of the military production plant sampling target, a total of 500 questionnaires, 458 valid questionnaires total recovery of 91.6%, and non-response bias and CMV are not found in our samples.The descriptive profiles of this study verify the relationships among each research aspect and find that organizational commitment has a positive impact on job effects, job satisfaction has a positive impact on job performance, the moderating effect of organizational change between organizational commitment and job performance is not obvious, organizational change for job satisfaction and job performance shows a moderating effect. Finally, managerial implications and future research directions are discussed.

摘要 II
ABSTRACT III
誌謝 IV
目次 V
表目錄 VII
圖目錄 IX
第一章緒論 1
1.1研究背景與動機 1
1.2研究目的 2
1.3研究範圍 3
1.4研究流程 3
第二章文獻探討 5
2.1組織承諾相關文獻 5
2.2工作滿足相關文獻 12
2.3組織變革相關文獻 19
2.4工作績效相關文獻 28
2.5各構面關係之探討 33
第三章研究設計 36
3.1研究架構 36
3.2研究對象 37
3.3研究工具 37
3.4研究過程與實施 44
3.5資料分析方法 51
第四章資料分析與實證研究 54
4.1一般敍述統計 54
4.2樣本回收與樣本特性 59
4.3抽樣誤差檢定 61
4.4因素、信度分析 64
4.5迴歸分析之檢定 72
4.6干擾作用檢定 74
第五章結論與建議 76
5.1 研究結論 76
5.2管理與理論意涵 78
5.3後續研究建議 79
參考文獻 81
附錄1：研究問卷(前測與正式問卷) 92
附錄2：相關係數矩陣表 98

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