系統識別號 | U0002-2506200817180000 |
---|---|
DOI | 10.6846/TKU.2008.00906 |
論文名稱(中文) | 組織變革不確定感、員工信任與工作態度對績效之影響 |
論文名稱(英文) | The performance effects of organizational changes uncertainty toward employee trust and working attitude |
第三語言論文名稱 | |
校院名稱 | 淡江大學 |
系所名稱(中文) | 會計學系碩士在職專班 |
系所名稱(英文) | Department of Accounting |
外國學位學校名稱 | |
外國學位學院名稱 | |
外國學位研究所名稱 | |
學年度 | 96 |
學期 | 2 |
出版年 | 97 |
研究生(中文) | 陳思潔 |
研究生(英文) | Rebecca Chen |
學號 | 794470129 |
學位類別 | 碩士 |
語言別 | 繁體中文 |
第二語言別 | |
口試日期 | 2008-05-30 |
論文頁數 | 80頁 |
口試委員 |
指導教授
-
林谷峻
共同指導教授 - 羅雁紅 委員 - 陳海鳴 委員 - 邴傑民 委員 - 邱皓政 |
關鍵字(中) |
組織變革不確定感 信任 工作態度 績效 |
關鍵字(英) |
organizational changes uncertainty employee trust working attitude and performance |
第三語言關鍵字 | |
學科別分類 | |
中文摘要 |
本研究主要目的是針對高科技電子產業,探討組織變革不確定感、員工信任與工作態度及績效之關聯性,及其對績效之直接影響程度,同時験證員工信任對工作態度之影響,以及研究信任關係及工作態度對組織變革不確定感及績效之中介效果。希望在這些實證結果關係中,能夠提供企業主在購併時之參考依據,減少在全新市場的啓動成本與時間,因而縮減整合的時間與購併成本以提高購併後之效益。 研究架構以「組織變革不確定感」為自變數,包含喪失工作權、資源減少、角色衝突及工作不安全等四個構面;中介變數「信任」包含組識信任、主管信任、同事信任等三個構面;以及「工作態度」為工作投入、工作滿足等二個構面;「組織績效」為依變數,總共包括十個構面及62個題項。本研究採用問卷調查方式對兩家高科技電子產業進行問卷發放,共發放280份問卷,回收171份問卷,回收率為61.1%,其中有效問卷為166份。調查資料透過因素分析、信度分析、相關性分析及運用階層迴歸來分析各研究構念關係,最後,以路徑分析來檢驗假說之因果影響關係,而整體量表之Cronbach’s α為0.8851,表示本研究量表內部一致性相當高,並且具有很高信度。 研究結果發現組織變革不確定感對信任及工作態度有顯著的負向影響。再者,信任關係的強化對工作態度有顯著的正向影響。知覺組織變革不確定感會透過信任及工作態度的中介作用,正向影響績效。故本研究建議企業有計劃進行組織重整的同時,為了降低變革所引發的確定感,宜強化組織內部信任關係,信任關係的強化,可藉由良好的溝通行為,透明的資訊傳遞等,皆能有效地幫助提昇工作滿足及工作投入,並能逐步達成組織績效。 根據研究結果提供管理者及後續研究者之方向以下建議: 管理者之建議: 1.提供一個良好的溝通平台,以傳遞有關組織變革的相關資訊。 2.加強建立員工與組織間之信任關係。 3.重視員工工作態度的反應及影響,並且提高員工工作滿足感。 後續研究方向建議: 1.擴大研究範圍取得更廣範的樣本以獲得更有效的資訊。 2.希望後續研究者可以LISREL(linear structural relationship)線性結構關係模式統計軟體分析,對研究模型進行模型契合度檢測及假說驗證。 3.投入其他相關研究因子以期更能了解研究模型各變數間之關係。 |
英文摘要 |
The purpose of this study is to explore the relationship and implication about the performance through the difference of employee’s working attitude and trust in the uncertainty of organizational change. Hope the study result can provide the owner or the decision maker for merging strategic, which can reduce the timing and costs for the integration of business or merge and acquisition. One hundred and sixty-six effective surveys were received by employees from two research companies, which were undergoing change. The analysis consists two following parts: First, using the statistical software, SPSS (statistical package for social science), to test the reliability and validity of the variances of this research, to analyze the related coefficients among such variances, and to conduct each descriptive statistical analysis of the original data; Second, using the path analysis to analyze and describe the variance relationships actually observed against this research model. The results of this study discovered the organizational change uncertainty is rising higher, the trust relationship and working attitude of the employee becomes lower. Meanwhile, Employee trust has significant positive influence on working attitude. Furthermore, the mediating effect of employee trust and working attitude toward the organizational change uncertainty can positively influence on performance. As a result it’s suggested that interactive communication and clear message delivery within the organization in order to consolidate employee trust, and to improve the employee job involvement, job satisfaction and the performance achievement. From these findings, this study provides some suggestions and recommendations as follows: Suggestions for managers: 1.Managers should provide a strong communication channel to deliver all relevant messages about the organizational change. 2.Managers should build up the trust relationship between the organization and the employee. 3.Managers should consider the effect on employee working attitude to enhance the job satisfication. Recommendations for follow-up research: 1.Apply the LISREL model to measure the relationship among the constructs. 2.Extend the survey scope of this research. 3.Focus the study on other factors. |
第三語言摘要 | |
論文目次 |
謝 辭 ------------------------------------------------- Ⅰ 中文論文提要 ------------------------------------------- Ⅱ 英文論文提要 ------------------------------------------- Ⅳ 目 錄 ------------------------------------------------- Ⅵ 表目錄 ------------------------------------------------- Ⅷ 圖目錄 ------------------------------------------------- Ⅹ 第一章 緒論 ------------------------------------------- 1 第一節 研究背景及動機 --------------------------------- 1 第二節 研究目的 --------------------------------------- 2 第三節 研究範圍 --------------------------------------- 3 第四節 論文結構 --------------------------------------- 4 第二章 文獻探討 --------------------------------------- 6 第一節 組織變革不確定感 ------------------------------- 6 第二節 信任 ------------------------------------------- 9 第三節 工作態度 --------------------------------------- 12 第四節 績效 ------------------------------------------- 16 第三章 研究方法 --------------------------------------- 23 第一節 研究架構與假說 --------------------------------- 23 第二節 變數定義與衡量 --------------------------------- 25 第三節 研究對象 --------------------------------------- 35 第四節 資料分析方法 ----------------------------------- 37 第四章 實證研究結果 ----------------------------------- 39 第一節 有效樣本結構 ----------------------------------- 39 第二節 信效度分析 ------------------------------------- 40 第三節 構面間之相關性分析 ----------------------------- 49 第四節 階層多元迴歸與假說檢定 ------------------------- 50 第五節 路徑分析 --------------------------------------- 60 第五章 結論 ------------------------------------------- 67 第一節 研究討論與結果 --------------------------------- 67 第二節 管理意涵 --------------------------------------- 68 第三節 研究限制 --------------------------------------- 69 第四節 後續研究方向 ----------------------------------- 70 參考文獻 ----------------------------------------------- 71 附錄1 研究問卷 ---------------------------------------- 77 表2-1 不確定感之定義及內涵 ---------------------------- 9 表2-2 信任之條件及內涵 -------------------------------- 12 表2-3 工作態度之定義及內涵 ---------------------------- 15 表2-4 績效相關定義彙整表 ------------------------------ 19 表3-1 知覺組織變革所產生不確定感量表 ------------------ 27 表3-2 信任關係量表 ------------------------------------ 28 表3-3 工作態度量表 ------------------------------------ 30 表3-4 組織績效量表 ------------------------------------ 31 表4-1 樣本結構分析彙總表 ------------------------------ 40 表4-2 「組織變革不確定感」量表項目分析 ---------------- 41 表4-3 「信任關係」量表項目分析 ------------------------ 42 表4-4 「工作態度」量表項目分析 ------------------------ 42 表4-5 「組織績效」量表項目分析 ------------------------ 43 表4-6 「組織變革不確定感」因素分析表 ------------------ 44 表4-7 「信任關係」因素分析表 -------------------------- 45 表4-8 「工作態度」因素分析表 -------------------------- 46 表4-9 「組織績效」因素分析表 -------------------------- 47 表4-10 「組織變革不確定感」信度分析彙總表 -------------- 47 表4-11 「信任關係」信度分析彙總表 ---------------------- 48 表4-12 「工作態度」信度分析彙總表 ---------------------- 48 表4-13 「組織績效」信度分析彙總表 ---------------------- 48 表4-14 研究構面描述性統計與積差相關彙總表 ------------- 50 表4-15 組織變革不確定感與信任階層迴歸分析 ------------- 51 表4-16 組織變革不確定感與工作投入階層迴歸分析 --------- 52 表4-17 組織變革不確定感與工作滿足階層迴歸分析 --------- 53 表4-18 信任與工作態度階層迴歸分析 --------------------- 54 表4-19 組織變革不確定感對績效階層迴歸分析 ------------- 55 表4-20 信任與績效階層迴歸分析 ------------------------- 56 表4-21 信任對組織變革不確定感與績效的中介作用階層迴歸分析57 表4-22 工作投入與工作滿足對績效階層迴歸分析 ----------- 58 表4-23 工作投入對組織變革不確定感與績效的中介作用階層迴歸分析 59 表4-24 工作滿足對組織變革不確定感與績效的中介作用階層迴歸分析 60 表4-25 假說路徑之關係與檢定結果------------------------ 65 表4-26 各構面假說分析結果------------------------------ 66 圖1-1 研究步驟及流程 ----------------------------------- 5 圖2-1 不確定感基本模式 --------------------------------- 7 圖2-2 信任模式 ---------------------------------------- 10 圖2-3 雇主與營業成果關係圖 ---------------------------- 17 圖2-4 績效-滿足回饋循環圖 ---------------------------- 18 圖2-5 績效評估流程模式 -------------------------------- 21 圖3-1 觀念性架構 -------------------------------------- 23 圖3-2 問卷設計架構圖 ---------------------------------- 32 圖3-3 正式問卷架構圖 ---------------------------------- 36 圖4-1 研究模式圖 -------------------------------------- 61 圖4-2 研究路徑係數圖 ---------------------------------- 64 |
參考文獻 |
中文文獻 古永嘉譯(2003),Donald R. Cooper and Pamela S. Schindler合 著,企業研究方法,美商麥格羅.希爾國際股份有限公司,台北。 余明助(2006),組織變革不確定感與員工工作態度關係之研究-以組織溝通和員工信任為中介變數,人力資源管理學報,第六卷第二期。 余慶華(2001),消費金融從業人員之工作投入、工作滿足、薪酬福利與工作績效之相關研究-以高雄地區銀行為例,國立中山大學,人力資源管理研究所碩士論文。 吳秉恩(1993),組織行為學,華泰書局,台北。 吳振昌(2001),預期組織變革不確定感對員工工作反應影響之研究,國防管理學院,資源管理學系研究所碩士論文。 吳明隆(2006),SPSS統計應用實務:問卷分析與應用統計,知城數位科技,台北。 邱皓政(2006),量化研究與統計分析:SPSS中文視窗版資料分析範例解析,五南圖書出版股份有限公司,台北。 邱皓政(2003),結構方程模式:LISREL的理論、技術與應用,雙葉書廊有限公司,台北。 康榮民(2005),組織變革認知、員工信任、壓力管理策略與工作態度關係之研究-以公部門為例,長康大學,經營管理研究所碩士論文。 許景貞(2004),工作滿足、組織承諾、工作績效與離職意圖闗係之研究,國立台灣科技大學,企業管理學系研究所碩士論文。 郭玉芳(2003),合併公司命名決策、組織公平和組織認同之研究-主、被併員工之觀點,國立東華大學,國際企業研究所碩士論文。 郭順成、趙必孝、王喻平、陳榮德(2004),政府組織再造策略對員工組織承諾與工作投入影響之研究-以精省為例,人力資源管理學報,第十四卷第一期。 陳勝源(2004),證券業務員對跨售業務之工作投入、工作壓力、薪酬滿足與工作績效之相關研究,國立成功大學,企業管理學系研究所碩士論文。 彭玉樹、陳重志(2005),購併企業員工期望落差、知覺組織支持、組織承諾與工作壓力反應之關係探討,商管科技季刋,第六卷第一期。 詹乾隆、游中凱(2004),企業購併後經營績效及其影響因素之研究,管理會計,第六十九期。 劉芳君(2003),組織人力精簡對留任員工之態度和行為及組織績效關係之研究,國立中山大學,人力資源管理研究所碩士論文。 劉明德等譯(1993),Edmund R. Gray and Larry R. Smeltzer合著,管理學:競爭優勢,桂冠圖書公司,台北。 廖國鋒、范淼、吳振昌(2002),預期組織變革不確定感對員工工作反應影響之實證研究,台大管理論叢,第十三卷第一期。 英文文獻 Appelbaum, S. H., Gandell, J., Yortis, H., Proper, S., and Jobin, F. (2000). Anatomy of a Merger: Behavior of Orgainzational Factors and Processes throughout the pre-during-post-stages. Part 1. Management Decision. Vol. 38, No. 9, 649-661. Ashford, S. J., Lee, C., and Bobko, B. (1989). Content, Causes, and Consequences of Job Insecurity: A Theory-based Measure and Substantive Test. Academy of Management Journal. Vol. 32, No. 4, 803-829. Bramson, R. N. (2000). HR’s Role in Mergers and Acquisitions. Training and Development. Oct. 2000. Vol. 54, No. 2, 59-66. Chung, K. H. (1969).Can We Defend Subjective Performance Appraisal?: (A Comment). The Academy of Management Review. Vol. 12, No. 4, 507-510. Cook, J. and Wall, T. (1980). New Work Attitude Measures of Trust, Organizational Commitment and Personal Need Non-Fulfillment. Journal of Occupational Psychology. Vol. 53, No. 1, 39-52. Daley, D. M. (1992). Pay for Performance, Performance Appraisal, and Total Quality Management. Public Productivity & Management Review. Vol. 16, No. 1, 39-51. Davis, K. (1981). Human Behavior at Work. New york: McGraw-Hill Book Co. Davis, J. H., Schoorman, F. D., Mayer, R. C., and Tan, H. H. (2000). The Trusted General Manager and Business Unit Performance: Empirical Evidence of a Competitive Advantage. Strategic Management Journal. Vol. 21, No. 5, 563-576. Decotiis, T. and Petit, A. (1978). The Performance Appraisal Process: A Model and Some Testable Propositions. The Academy of Management Review. Vol. 3, No. 3, 635-646. Deluga, R. J. (1994). Supervision Trust Building, Leader-Member Exchange and Organizational Citizenship Behaviour. Journal of Occupational & Organizational Psychology. Dec94, Vol. 67, No. 4, 315-326. Dirks, K. T. and Ferrin, D. L. (2001). The Role of Trust in Organizational Settings. Organization Science. Vol. 12, No. 4, 450-467. Downey, H. K. and Slocum J. W. (1975). Measures, Research and Sources and Variation. Academy of Management Journal. Vol. 18, No. 3, 562-578. Downey, H. K. and Slocum, J. W. (1982). Managerial Uncertainty and Performance. Social science quarterly. Vol. 63, No. 2, 195-207. Gene Milbourn, Jr. (2006). Teaching the Job Stress Audit to Business School Students: Causes, Measurement, Reduction. Journal of American Academy of Business, Cambridge. Vol. 8, No. 2, 44-50. Hafer, J. C. and Martin, T. N. (2006). Job Involvement or Affective Commitment: A Sensitivity Analysis Study of Apathetic Employee Mobility. Institute of Behavioral and Applied Management. Hayes, R. (1979). The Human Side of Acquisitions. Management Review. Vol. 68, No. 11, 41-46. Hui, C. and Lee, C. (2000). Moderating Effects and Organization-based Self-esteem on Organizational Uncertainty: Employee Response Relationships. Journal of Management. Vol. 26, No. 2, 215-232. Imberman, A. (1985). The Human Element of Mergers. Management Review. Vol. 74, No. 6, 35-37. Jackofsky, E. F. (1984). Turnover and Job Performance: An Integrated Process Model. The Academy of Management Review. Vol. 9, No. 1, 74-83. Kanungo, R. N. (1982). Measurement of Job Work Involvement. Journal of Applied Psychology. Vol. 67, No. 3, 341-349. Kirkman, B. L. and Shapiro, D. L. (2001). The Impact of Cultural Values on Job Satisfactions and Organizational Commitment in Self-managing Work Teams: The Mediating of Employee Resistance. Academy of Management Journal. Vol. 44, No. 3, 557-569. Lämsä A. M. and Pucetaite, R. (2006). Development of Organizational Trust among Employees from a Contextual Perspective. Business Ethics. A European Review. Vol. 15, No. 2, 130-139. Lee, C. (1985). Increasing Performance Appraisal Effectiveness: Matching Task Types, Appraisal Process, and Rater Training. Academy of Management. The Academy of Management Review. Vol. 10, No. 2, 322-331. Lewis, J. D. and Weight, A. (1985). Trust as a Social Reality. Social Force. Vol. 63, No. 4, 967-085. Lodahl, T. M., and Kejner, M. (1965). The Difinition and Measurement of Job Involvement. Journal of Applied Psychology. Vol. 49, No. 1, 24-33. Lotz, T. and Donald, F. (2006). Stress and Communication across Job Levels After an Acquisition. South African Journal of Business Management. Vol. 37, No. 1, 1-7. Lubatkin, M. (1983). Mergers and the Performance of the Acquired firm. Academy of Management Review. Vol. 8, No. 2, 218-225. Mayer, R. C., Davis, J. H., and Schoorman, F. D. (1995). An Integration Model of Organizational Trust. Academy of Management Review. Vol. 20, No. 3, 709-734. Mirvis, P., and Lawler, E. (1977). Measuring the Financial Impact of Employee Attitudes. Journal of Applied Psychology. Vol. 16, No. 1, 1-8. Newman, J. M. and Krzystofiak, F. J. (1993). Changes in Employee Attitudes after an Acquisition. Group & Organization Management. Vol. 18, No. 4, 390-410. Pillai, R., Schriesheim, C. A., Williams, E. S. (1999). Fairness perceptions and trust as mediators for transformational and transactional leadership: a two-sample study. Journal of Management. Vol. 25, No. 6, 897-933. Rempel, J. K., Holmes, J. G., and Zanna M. P. (1985). Trust in close relationships. Journal of Personality and Social Psychology. Vol. 49, No. 1, 95-112. Robbins, S. P. (1992). Essentials of Organizational Behavior. 2nd ed. New Jersey: Prentice Hall. Roberson, L., Torkel, S., Korsgaard, A., Klein, D., Diddams, M., and Cayer, M. (1993). Self-Appraisal and Perceptions of the Appraisal Discussion: A Field Experiment. Journal of Organizational Behavior. Vol. 14, No. 2, 129-142. Robert J. V. (2006). Employee Engagement and Commitment. Society for Human Resource Management. SHRM Foundation. Schabracq, M. J. and Cooper, C. L. (1998). Toward a phenomenological framework for the study of work and organizational stress. Human Relations. Vol. 51, No. 5, 625-648. Schuler, R. S. and Huber V. L. (1993). Personnel and Human Resource Management. 5th ed. West Publishing Company. Schweiger, D. L. and Denisi, A. S. (1991). Communication with employees following a merger: A longitudinal field experiment. Academy of Management Journal. Vol. 34, No. 1, 110-135. Vakola, M. and Nikolaou, I. (2005). Attitudes towards organizational change: What is the role of employees' stress and commitment? Employee Relations. Vol. 27, No. 2, 160-174. Zaheer, A., McEvily, B., and Perrone, V. (1998). Does Trust Matter? Exploring the Effects of Interorganizational and Interpersonal Trust on Performance. Organization Science. Vol. 9, No. 2, 141-159. |
論文全文使用權限 |
如有問題,歡迎洽詢!
圖書館數位資訊組 (02)2621-5656 轉 2487 或 來信