A Study of the Relationship for Perception of Organizational Change, the Employee's Job Satisfaction and Employee...
王瓊潁、劉莉玲
E-mail: 9701371@mail.dyu.edu.tw
ABSTRACT
This paper discusses our study on the characteristics of organizational change, spe-cifically which characteristics influence an
individual’s appraisal of the uncertainty as-sociated with change and ultimately how change affects the employees’ job satisfaction and turnover intentions of an organization’s employees. We sampled two different in-ternational companies with a survey
questionnaire using the quota sampling method. 500 copies of the questionnaire were sent out in total. The employees were first sur-veyed before the organizational change took place, and then again six months after the change had taken place so that we could better understand three characteristics of change events that influence individuals’ response to change and employees’ job satis-faction and turnover intentions. As a result, the findings are as follows: The perception that change is very frequent displays a significant, unique positive relationship with psychological uncertainty. The perception that change has resulted in significant modification to core aspects of an organization displays a significant, unique positive relationship with psychological uncertainty. The perception that change has been implemented after deliberation and planning displays a significant, unique negative relationship with psychological uncertainty. Psychological uncertainty is negatively related to Employees’ Job Satisfaction. Psychological uncertainty is positively related to turnover intentions. Results suggest are as follows: Before an organizational change occurs, careful planning for the change process can reduce the negative influence which the change brings. To avoid psychological uncertainty, to increase the employees’ job satisfaction. To avoid psychological uncertainty, to decrease the turnover intentions.
Keywords : organizational change ; psychological uncertainty ; employees job satisfaction ; turnover intention Table of Contents
內容目錄 中文摘要 ．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．
．．．．． iv 致謝詞 ．．．．．．．．．．．．．．．．．．．．．． vi 內容目錄 ．．．．．．．．．．．．．．
．．．．．．． vii 表目錄 ．．．．．．．．．．．．．．．．．．．．． ix 圖目錄 ．．．．．．．．．．．．
．．．．．．．．． xi 第一章 緒論．．．．．．．．．．．．．．．．．．． 1 第一節 研究背景與動機．．
．．．．．．．．．． 1 第二節 研究目的與問題．．．．．．．．．．．． 4 第三節 研究範圍．．．．
．．．．．．．．．．． 4 第二章 文獻探討．．．．．．．．．．．．．．．．． 6 第一節 組織變革．．．
．．．．．．．．．．．． 6 第二節 不確定感．．．．．．．．．．．．．．． 10 第三節 員工工作滿 意度．．．．．．．．．．．． 11 第四節 離職傾向．．．．．．．．．．．．．．． 15 第五節 組織變 革與不確定感之關聯性．．．．．． 18 第六節 不確定感與員工工作滿意度之關聯性．．． 19 第七節 其 他影響員工工作滿意度與離職傾向之因素 21 第三章 研究方法．．．．．．．．．．．．．．．．． 24 第一節 研究架構．．．．．．．．．．．．．．． 24 第二節 操作性定義與衡量工具．．．．．．．．． 25 第三 節 研究假設．．．．．．．．．．．．．．． 27 第四節 樣本與資料收集．．．．．．．．．．．． 29 第五節 資料分析方法．．．．．．．．．．．．． 30 第四章 資料分析．．．．．．．．．．．．．．．．． 32 第一節 描述性統計分析．．．．．．．．．．．． 32 第二節 因素分析．．．．．．．．．．．．．．
． 39 第三節 信度分析．．．．．．．．．．．．．．． 44 第四節 相關分析．．．．．．．．．．．．
．．． 46 第五節 迴歸分析．．．．．．．．．．．．．．． 51 第六節 路徑分析．．．．．．．．．．
．．．．． 55 第五章 結論與建議．．．．．．．．．．．．．．．． 59 第一節 研究結論．．．．．．．．
．．．．．．． 59 第二節 管理實物建議．．．．．．．．．．．．． 62 第三節 研究限制．．．．．．
．．．．．．．．． 63 第四節 後續研究建議．．．．．．．．．．．．． 63 文獻參考 ．．．．．．．．．．
．．．．．．．．．．． 64 中文部份 ．．．．．．．．．．．．．．．．．．．．． 64 英文部份 ．．．．．．．．
．．．．．．．．．．．．． 67 附錄 問券調查表．．．．．．．．．．．．．．．．． 76 REFERENCES
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