臺灣博碩士論文加值系統

全球化的趨勢、世界經濟不景氣、高科技產業來臨以及兩岸經貿採行積極開放的政策下，「組織變革」（Organizational change）越來越受到企業主的重視，希望能藉由組織變革挽救面臨危機的公司。企業主無不尋找專家、顧問來輔導組織轉型，進而提升組織競爭力。Armenakis & Bedian(1999) 早期研究組織變革並發展出變革準備度量表（Readiness for Organizational Change）。量表經過專家效度、信度以及因素分析等統計方法分析，顯示該量表具有良好的信、效度。因此本研究主要目的在介紹變革準備度與變革準備度量表，並編製「組織變革準備度」中文版量表。本研究採用學者Holt, et al.(2007)所提出的「變革準備度」(Readiness for Organizational Change)量表作為台灣組織變革準備度量表的發展基準，並以學者Clark(2002)「變革準備度量表」作效標參照。經過信、效度和因素分析等結果顯示，此變革準備度量表共30題，可分為五個構面，分別是改變自我效能、變革需要、個人價值觀、組織價值觀、主管支持。結果顯示此變革準備度中文版量表為一項可靠且有效的組織變革準備度量表工具。並希望透過此「變革準備度量表」可以讓企業主在進行組織變革前，先了解組織現況以及員工心態，進而針對不利於組織變革的關鍵因素進行改善，希望改善後的組織在進行組織變革時能更順利、更成功。

The trend of globalization, the global economic crushing, the advent of high-tech industries as well as under cross-strait trade liberalization policy adopted with China, led "organizational change” at attention of owners of business and managers in the attempt of saving the companies who are in crisis. The owners of business are looking for help from consultants to apply organizational transformations and enhancing the competitiveness of their business. The early study of Armenakis & Bedian (1999) defined a scale to measure the change of an organization. This scale proved good reliability and validity as it was tested through statistical methods, reliability and factor analysis.The main purpose of this study is to describe the development process which results in the readiness scale as well as its Chinese version. The related works Holt, et al. And Armenakis (2007) proposed a "change readiness"scale organizational change and the development of Taiwan''s benchmark readiness scale while Clark (2002),"change readiness scale "for the criterion reference. The tests underlined 30 questions which were divided into five dimensions, self-efficacy change, reform needs, personal values, organizational values, supervisor support.The results indicated that the Chinese version of the scale of change readiness is a reliable and effective tool for organizational change readiness scale. The goal is, through this "change ready Scale", to support owners of business to make organizational changes, to understand the current status of the organization and the employer’s attitude. The key factors for organizational change aim to improve the company status and lead it to success.

第一章 緒論...................................................................1
第一節 研究背景與動機......................................................1
第二節 研究目的...........................................................2
第二章 文獻探討................................................................3
第一節 組織變革...........................................................3
第二節 組織變革準備度.....................................................11
第三節 組織變革準備度量表..................................................15
第三章 研究方法...............................................................16
第一節 研究流程..........................................................16
第二節 研究對象..........................................................18
第三節 研究工具..........................................................18
第四節 資料分析..........................................................21
第四章 結果與討論.............................................................23
第一節 組織變革準備度中文版預試量表的發展與分析................................23
第二節 組織變革準備度中文版正式量表的發展與分析................................31
第五章 結論與建議.............................................................37
第一節 研究結論..........................................................37
第二節 管理意涵..........................................................37
第三節 研究建議..........................................................38
第四節 研究限制..........................................................39
參考文獻.....................................................................40
附錄........................................................................45

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