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組織文化、組織變革、工作滿意度與組織承諾關聯性之研究 蕭淑美、曾耀煌

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組織文化、組織變革、工作滿意度與組織承諾關聯性之研究 蕭淑美、曾耀煌

E-mail: 365840@mail.dyu.edu.tw

摘 要

桃園國際機場為我國空運的首要門戶,為符合世界潮流,增加其競爭力,交通部及民航局積極參考世界先進機場管理型態

。透過公司化組織型態進行相關的建設和管理,以提升機場經營效率。因此,在桃園機場變革過程中,員工對於組織文化

、組織變革、工作滿意度及組織承諾關聯性之研究,是值得探討的問題。   本研究根據相關文獻,擬定研究架構,提出 相關假設,以及各變數之操作行定義,並設計問卷。以桃園機場員工為樣本對象,總計收回樣本數243份,運用統計軟 體SPSS12.0及AMOS18.0進行資料分析,以驗證各變數間之關係。結果顯示組織變革對工作滿意度與組織承諾有顯著正向 影響,工作滿意度對組織承諾亦有正向影響;組織文化對組織變革有正向影響,然而對工作滿意度及組織承諾卻無顯著直 接關係。 由前述中得知,企業在進行變革計畫時,若能強化公司組織文化,提昇員工變革認知及工作滿意度,此時員工必 將對組織產生高度認同與忠誠,進而達成組織變革真正的目的。

關鍵詞 : 組織文化、組織變革、工作滿意度、組織承諾

目錄

目錄 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究問題和目的 3 第三節 研究流程 4 第二章 文獻探討 5 第一節 桃 園機場公司介紹 5 第二節 組織文化 8 第三節 組織變革 15 第四節 工作滿意度 22 第五節 組織承諾 27 第六節 組織 文化、組織變革、工作滿意度與組織承諾間之關係 34 第三章 研究方法 46 第一節 研究架構 46 第二節 研究假設 47 第三 節 變數的操作型定義和衡量 47 第四節 問卷設計與抽樣設計 52 第五節 統計分析方法 54 第四章 實證資料分析 59 第一 節 基本資料分析 59 第二節 變數基本資料敘述統計分析 61 第三節 驗證性因素分析 67 第四節 資料分析與檢驗 76 第五節 建 構信度與效度 78 第六節 整體結構模式驗證 81 第七節 討論 85 第五章 結論與建議 93 第一節 研究結論 93 第二節 管理意涵 95 第三節 研究限制 97 第四節 後續研究建議 98 參考文獻 99 一、中文部份 99 二、英文部分 106 附錄-問卷 124 圖目錄 圖 1- 1 研究流程 4 圖 2- 1 機場公司組織架構圖 7 圖 2- 2 組織文化的建立與維持 9 圖 2- 3 組織文化的七大構面 13 圖 2- 4 LEAVITT 的革新模式 19 圖 2- 5 組織成員面對變革的心理歷程 20 圖 2- 6 STEERS之組織承諾前因後果模式 29 圖 2- 7 MOWDAY、PORTER 與STEERS 之理論模式 30 圖 2- 8 組織文化與工作滿意度關係 36 圖 2- 9 組織文化與組織承諾關 係 38 圖 2-10 組織變革與工作滿意度關係 40 圖 2-11 組織變革與組織承諾關係 42 圖 2-12 工作滿意與組織承諾關係 44 圖 3- 1 研究架構 46 圖 3- 2 抽樣程序 53 圖 4- 1 組織文化一階驗證分析 69 圖 4- 2 組織變革一階驗證分析 70 圖 4- 3 工作滿 意度一階驗證分析 72 圖 4- 4 組織承諾一階驗證分析 73 圖 4- 5 整體模式驗證結果 82 圖 4- 6 組織文化、組織變革與工作滿 意度間之路徑效果 88 圖 4- 7 組織文化、組織變革與組織承諾間之路徑效果 89 圖 4- 8 組織文化、組織變革與組織承諾間之 路徑效果 90 圖 4- 9 組織變革、工作滿意度與組織承諾間之路徑效果 91 表目錄 表 2- 1 國內外學者組織文化定義之彙整表 11 表 2- 2 組織文化構面 14 表 2- 3 組織變革定義 17 表 2- 4 組織變革認知的衡量構面 21 表 2- 5 工作滿意度之定義 24 表 2- 6 工作滿意度理論總表 25 表 2- 7 工作滿意度的衡量構面 26 表 2- 8 組織承諾定義 28 表 2- 9 組織承諾的構面分析 34 表 2-10 組織文化、變革、承諾與工作滿意度之相關研究 44 表 3- 1 組織文化操作型定義與衡量問項 48 表 3- 2 組織 變革操作型定義與衡量問項 49 表 3- 3 工作滿意度操作型定義與衡量問項 50 表 3- 4 組織承諾操作型定義與衡量問項 51 表 3- 5 整體模式配適度參考指標 57 表 4- 1 樣本基本資料分析(有效樣本205份) 60 表 4- 2 組織文化題目之平均數與排序 61 表 4- 3 組織變革題目之平均數與排序 62 表 4- 4 個人屬性於組織變革之T 檢定分析 64 表 4- 5 個人屬性於組織變革之變異數 分析 64 表 4- 6 工作滿意度題目之平均數與排序 65 表 4- 7 組織承諾題目之平均數與排序 67 表 4- 8 各研究變數之平均數與 排序 68 表 4- 9 組織文化構面問卷原始題項 69 表 4-10 組織變革構面問卷原始題項 71 表 4-11 工作滿意度構面問卷原始題項 72 表 4-12 組織承諾構面問卷原始題項 74 表 4-13 驗證式因素分析彙整表 75 表 4-14 變數多元常態檢定 76 表 4-15 變數違 犯估計檢定表 77 表 4-16 信度檢驗衡量模式 79 表 4-17 總體變數偏度校正百分位數法 80 表 4-18 總體變數百分位數法 80 表 4-19 衡量模式配適指標結果 81 表 4-20 各變數路徑之關係與假設檢定結果 83 表 4-21 組織文化、組織變革與工作滿意度間 之路徑效果 89 表 4-22 組織文化、組織變革與組織承諾間之路徑效果 89 表 4-23 組織文化、組織變革與組織承諾間之路徑 效果 90 表 4-24 組織變革、工作滿意度與組織承諾間之路徑效果 91

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