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研究生:歐淑菁
研究生(外文):Shu-Ching Ou
論文名稱:國營企業員工社會網絡與生涯發展關係之探討:以組織變革認知與心理契約為中介變項
論文名稱(外文):An Empirical Study on the Relationship of the Social Network and Career Development of the Employees of the National Enterprises-The Mediating Effects of Psychological Contract and the Cognition of Organizational Change
指導教授:余明助余明助引用關係王湧泉王湧泉引用關係
指導教授(外文):Ming-Chu YuYang-chuan Wang
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2007
畢業學年度:95
語文別:英文
論文頁數:96
中文關鍵詞:國營企業組織變革認知心理契約社會網絡與生涯發展
外文關鍵詞:national enterprisethe cognition of organizational changepsychological contractsocial networkcareer development
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國營企業是台灣經濟發展的原動力之一,創造了大量的就業機會而使國民的社會生活安定與富裕。即使全球化趨勢促使產業環境快速變遷,國營企業的的組織變革有關鍵影響,轉型和升級是必要。其員工對組織變革的認知以及對其生涯發展有著重要的影響。本研究擬探討國營企業在變革的環境中,如何透過員工的社會網絡來建立其對生涯發展的影響。組織變革認知與心理契約對組織變革認知更是息息相關。故本研究試圖探討國營企業員工在面對組織變革時,其社會網絡對生涯發展的探討,並以組織變革認知與心理契約為中介變項做研究。本研究從中華電信、中鋼、中油、台糖四家國營事業員工中,選取392份樣本,使用LISREL、ANOVA進行實證分析,本研究目的如下:
1.員工的社會網絡有助於其生涯發展,員工有較高的社會網絡,會對其生涯規劃和生涯策略產生正面的影響;
2.員工的社會網絡可影響其生涯發展,例如交友意願、以及由網絡而得到的工作技能和應用在工作方面;
3.組織變革認知在員工的社會網絡和生涯發展中扮演重要的中介角色,員工有越高的社會網絡會透過組織變革認知影響其生涯發展,員工對於拓展社會網絡的意願或是工作技能以及應用在工作等的部份,會影響員工在組織變革認知的程度,例如對組織變革的憂慮,溝通方式以及對組織變革後,公司是否更具有競爭力是呈現正向影響,而透過中介組織變革認知之後,會對員工生涯發展產生負向影響,例如在做生涯規劃及生涯策略的部份,因此員工的社會網絡會先正向影響其對組織變革認知,在藉由組織變革認知去負面影響員工的生涯發展;
4.組織變革認知對生涯發展會有負面的影響,當員工對組織變革太過憂慮以及溝通程度不佳的情況之下,將會影響其生涯發展的狀況,例如對生涯的規劃以及對生涯所應採用的策略,會有不良的影響,例如不願意升遷、沒有意願接受教育訓練或是提早退休等,在此建議國營企業應要採用激勵的管理方式,去促使員工有意願工作,參與更多在職訓練,並開拓多項的升等管道等;
5.國營企業員工不同的婚姻狀況在生涯規劃和交易型心理契約部分,有顯著差異;員工是否為主管在組織變革認知部分,有顯著差異;員工不同的教育程度對組織變革認知中,公司未來是否更有競爭力部分,有顯著差異。
National enterprises have played a critical role in the development of the Taiwanese economy. Globalization trends have not only had a severe impact on competition, but also on opportunities for national enterprises. With strong global competition and challenges, the only way is to look at industry transformation. For the sustainable development of national enterprises, the cognition of organizational change of employees and the influence on their career development is also very important.
This study shows national enterprises how employees can influence career development through the social network in the organizational change environment, and shows how the success or failure is related to the cognition and psychological contract. This study also shows the employees of national enterprises how to implement the social network to improve career development after the cognition of organizational change and psychological contract.
Three hundred and ninety two effective surveys were received from four national enterprises, using analysis methods such as LISREL and ANOVA, The results showed that: Firstly, the social network is contributive to career development. Secondly, the social network can improve career development, such as the will, the skill and the application of the social network. Third, the cognition of organizational change mediates’ between the social network and career development. Career development could be enhanced by the social network efficiently through the cognition of organizational change. The cognition of organizational change has a negative influence on career development, especially when the employees have too much anxiety and there is poor communication regarding the organizational change. Fourth, there are significant differences in career planning and transactional psychological contract whether the employees get married or not. Fifth, there are significant differences in cognition of organizational change between supervisors and non-supervisors. Finally, there are significant differences in cognition of future competence within the company at different levels of educational status.
TABLE OF CONTENTS
PAGE
TABLE OF CONTENTS……………………..…………………………i
LIST OF TABLES…………………………………………...……...….ii
LIST OF FIGURES………………………………………………….…iii
Abstract…...……………………………………………………….…....iv
Chapter 1 Introduction……………………………………………………1
1.1Research background and motivation 1
1.2 Research purposes 2
1.3 Research procedure ……3
Chapter 2 Literature Review……...……………………………………....4
2.1 The social network 4
2.2 The career development 8
2.3 The psychological contract .12
2.4 The cognition of organizational change .15
2.5 The relationship between each dimension …….….18
Chapter 3 Methodology…………………………………………………27
3.1 Conceptual framework .27
3.2 Hypotheses .28
3.3 Measure and operational definitions .28
3.4 Sample and data collection.………..…………………..…………………………34
3.5 Characteristics of samples and respondents………………….……………..……35
3.6 Analytic methods……… .………..……………………………………....………38
3.7 Validity and reliability.…………………………….……….……………….……38
3.8 Construct validity…...………..…………………………………………………..44
Chapter 4 Research Analysis and Result.………..…...…………..…..………49
4.1 Descriptive analysis .….……….……….………..………...…………….………49 4.2 The differentials of samples between social network, career development, psychological contract and the cognition of organizational change.…………………54
4.3 Structural Equation Model………... ………... ………... ……….........................62
Chapter 5 Conclusion and Suggestion…...…... ...……... ………............74
5.1 Conclusion………... ………... ………... ……........…... ………... ………..........74
5.2 The differentials of employees between social network, career development, psychological contract and the cognition of organizational change………... ……….79
5.3 Managerial implications………... ………... ………... ………... …………….....80
5.4 Limitations and future research direction………………………………………...81
Reference……………..………….………………………………….… 83
Appendix……………….………….……...…………………………….93
LIST OF TABLES
TABLE PAGE
3-1 The items of measurement of the social network………………………......……30
3-2 The items of measurement of the career development……………………...…...31
3-3 The items of measurement of the psychological contract………….…………….32
3-4 The items of measurement of the cognition of organizational change….……….34
3-5 The valid rates of respondents…………….…………………………..…………35
3-6 The characteristics of respondent…………….………………………...…...……36
3-7 The result of factor analysis for the social network…………….……..…..……..40
3-8 The result of factor analysis for the career development……………...…………41
3-9 The result of factor analysis for the psychological contract…………..….……...42
3-10 The result of factor analysis for the cognition of organizational change…….....43
3-11 The result of CFA for the social network..………………………...……………44
3-12 The result of CFA for the career development………………………..……...…45
3-13 The result of CFA for the psychological contract...…………………………….46
3-14 The result of CFA for the cognition of organizational change………….………47
3-15 The result of CFA……………………………………………………….…...….48
4-1 The descriptive analysis for questionnaire items for the social network.………..50
4-2 The descriptive analysis for questionnaire items for the career development…...51
4-3 The descriptive analysis for questionnaire items for the psychological contract..52
4-4 The descriptive analysis for questionnaire items for the cognition of organizational change………………………………………………………………...53
4-5 The t-TEST of respondent in gender……………………………………………..55
4-6 The t-TEST of respondent in marriage situation………...……………………….56
4-7 The t-TEST of respondent in position……………………………...…………….57
4-8 The ANOVA of respondents for age……….………………………………...…..58
4-9 The ANOVA of respondents for education………………………………………59
4-10 The ANOVA of respondents for seniority………………………………...…….61
4-11 The means, standard deviations and correlation……...………………..…….…63
4-12 The good of fitness measures of this study……………….………………...….70
4-13 The mediating effects of hypothesis…………………………………...……….73
4-14 The overall results of hypothesis testing on SEM………….………...………...73






LIST OF FIGURES
FIGURE PAGE
Figure 1-1 Research procedures……………………………………………………….3
Figure 3-1 Conceptual model of this research…………………….………..………...27
Figure 4-1 The latent construct and observed variables of structural equation model of this study………………….……………………………………………...…..………64
Figure 4-2 The structural equation model of this study……………………..……….71
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