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研究生:李昀徽
研究生(外文):Yun-hui Lee
論文名稱:組織變革知覺、工作滿意度與變革抗拒心態之關係研究
論文名稱(外文):The relationship among consciousness on organization revolution, working satisfaction and the resisting of psychology on organization revolution
指導教授:林信惠林信惠引用關係
指導教授(外文):Hsin-Hui Lin
學位類別:碩士
校院名稱:國立中山大學
系所名稱:資訊管理學系研究所
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2016
畢業學年度:104
語文別:中文
論文頁數:131
中文關鍵詞:國防組織體系資訊人力向上集中工作滿意度變革抗拒心態組織變革知覺
外文關鍵詞:working satisfactioninertia to resist changingstructure reform awarenessthe policy of consolidating IT administrative work forces to the higher levelMilitary Organization Structure
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為遵循政府政策指導推動「資訊人力向上集中」之組織變革,國防體系各階層部門必須據以完成妥善之規劃,以期於變革推動過程中,減少來自內部成員的抗拒力量,增加組織變革成功概算。
本研究以國防組織體系成員為主要研究參與者,從管理面的角度,就認知、情感和行為三個層次,來探討組織成員在面對組織重大變革之際,其「組織變革知覺」對「工作滿意度」之影響。同時,加入「組織抗拒心態」後,探討其對「組織變革知覺」和「工作滿意度」,是否所具備中介或干擾變項的效果,研究彼此間可能存在的關聯性與影響效果。
In order to follow the government’s structure reform policy guidance of “Consolidating IT administrative work forces to the higher level”, all units/members under the Ministry of National Defense shall develop sound planning to minimize resistance from within the organization and to increase the likelihood of success during the process of organizational structure reform.
By using the units/members under the Military Organization Structure as the research participants and looking from the view point of the management, this study is to address the unit/members responses in three different aspects, namely consciousness, emotion and behavior, and to further investigate the potential impact to the awareness and the working satisfaction when facing the structure reform. In the meanwhile, by adding the organizational inertia to resist changing into the model, this study also investigated the effect and the connection of any impact contributing to the awareness and the working satisfaction when facing the structure reform.
第一章 緒論 1
1.1研究背景 1
1.2研究動機 3
1.3研究目的 5
第二章 文獻探討 7
2.1資訊人力向上集中 7
2.2組織變革的相關理論 9
2.2.1組織變革的定義 9
2.2.2組織變革的起因 9
2.2.3組織變革知覺 12
2.2.4組織變革抗拒 13
2.3工作滿意度 17
第三章 研究設計與方法 19
3.1研究設計 19
3.1.1研究架構 19
3.1.2研究假說 21
3.2研究方法 22
3.2.1研究對象與方法 22
3.2.2樣本結構分析 24
3.3研究程序 26
3.3.1人口變項 26
3.3.2組織變革知覺量表 27
3.3.3工作滿意度量表 28
3.3.4變革抗拒心態量表 29
3.4資料分析方法 30
3.4.1敘述性統計分析 30
3.4.2衡量構念因素與信、效度檢定 30
3.4.3主要構念的差異性比較 31
3.5因素、信度分析與效度檢定 33
3.5.1各量表的因素分析 33
3.5.2信度分析 37
3.5.3效度檢定 38
3.6修正後的研究架構 43
第四章 實證分析與討論 44
4.1敘述性分析結果 44
4.2人口變項對各研究變項的關係探討 48
4.2.1人口變項對組織變革知覺的差異性分析 48
4.2.2人口變項對工作滿意度的差異性分析 56
4.2.3人口變項對變革抗拒心態的差異性分析 64
4.2.4各研究變項差異性分析結果統計 73
4.3各研究變項的關聯性 77
4.3.1 Pearson相關分析 78
4.3.2組織變革知覺對工作滿意度的子構念關聯性分析 80
4.3.3變革抗拒心態對工作滿意度的子構念關聯性分析 81
4.3.4組織變革知覺與變革抗拒心態的子構念關聯性分析 83
4.3.5各構念相關的研究假說驗證結果 85
4.4變革抗拒心態的中介與控制變項效果探討 87
4.4.1變革抗拒心態的中介效果分析 87
4.4.2變革抗拒心態的控制變項效果分析 88
第五章 結論與建議 90
5.1 研究結果彙整 90
5.2 結論 98
5.3 建議 100
5.4 研究限制 102
附錄一 參考文獻 104
中文部分 104
西文部分 104
附錄二 研究問卷 109
前測問卷 109
正式問卷 114
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