The Effects of Personnel System on Job Satisfaction and Organizational Commitment in the Process of Organizational Chang
林秋華、王秦希康
E-mail: 9022036@mail.dyu.edu.tw
ABSTRACT
When the organization facing the decline of the environment, for upgrading the ability of self-competition, and turn to the internal organization change, the restructure process of organization can improve the competition ability and working efficiency of
organization, and also can keep pace with the change of external environment. During the process of the organization change, the most common method is downsizing method. The studying object of the research is the senior administrative staff of the H.Q. of Combined Service Forces (CSF). It makes use of the method of question paper to estimate the influence of the satisfaction of working and promise of organization on the perception of personnel system after the organization change of the organization and reduction of the manpower. And the research of studying is by way of the descriptive statistics, ANOVA, regression analysis, and hierarchical multiple regression. The results of this research indicate there is some remarkable difference in the internal satisfaction because the difference among the working places, sexes, marriage, age, position, the title of professional, the age of service, director, the level of the education. And also there is obvious influence on the internal satisfaction owing to the difference of the personal age, the level of the education, the perception of the promotion system of personnel, and the attitude toward to the refining program. There is some noticeable difference in the general satisfaction because the difference of the working places and directors. And also there is obvious influence on the general satisfaction owing to the difference of the personal age, the perception of the promotion system of personnel, the perception for the system of personnel rewards and penalties, and the aptitude toward to the refining program. Because of the difference of working place, sexes, marriage, age, position, the years of service and the level of education, there is remarkable difference on the affective commitment. And also, in the normal satisfaction, there are many noticeable influences owing to the condition of one’s marriage, age, the level of education, the perception for the promotion system of personnel, the perception for the system of personnel rewards and penalties. Because of the difference of working place, sex, marriage, age, position, the title of professional, the years of service and the level of education, there is remarkable difference on the continuance commitment. And also, there are many noticeable influences owing to the personal sex, the condition of one’s marriage, the years of service, the level of education, the perception of the promotion system of personnel, the perception of the system of personnel rewards and penalties and the system of payment and welfare. Because of the difference of working place, sex, marriage, age, position, the title of
professional, the years of service and the level of education, there is remarkable difference on the normative commitment. And also, there are many noticeable influences owing to the personal age, the level of education, the perception of the promotion system of personnel, the perception of the system of personnel rewards and penalties. And there is noticeable influence on the attitude of refining program. There is obvious interactive influence on the normative commitment owing to the system of payment and welfare and the attitude of refining program.
Keywords : organization change ; personnel system ; job satisfaction ; organization commitment Table of Contents
封面內頁 簽名頁 授權書 iii 中文摘要 iv 英文摘要 vi 誌謝 iv 目錄 x 圖目錄 xii 表目錄 xiii 第一章 緒論 第一節 研究背景與動機 001 第二節 研究範圍及目的 003 第三節 研究流程 004 第 二章 文獻探討 第一節 精實案簡介 006 第二節 組織變革 012 第 三節 工作滿足 015 第四節 組織承諾 024 第五節 人事制度 028 第三章研究設計 第一節 研究架構與研究變項之操作性定 031 第二節 研究對象與研究方 法 033 第三節 研究變項的衡量 037 第四節 研究假設 040 第五節 研究限制 041 第六節 預試結果 042 第四章研究結 果分析 第一節 各研究變項之描述性統計分析 043 第二節 個人變項與其他因素的關係 069 第三節 假設 驗證 106 第四節 因素分析 111 第五章 研究結論與建議 第一節
研究結論 115 第二節 研究建議 122 參考文獻 126 附件一 134 圖目錄 圖1-1研究流程 圖……… 005 圖2-1離職研究之整合模式……… 029 圖3-1研究架構 圖……… 031 表目錄 表3-2-1樣本回收統計表一……….034 表3-2-2樣本回收統計表二……….034 表3-2-3樣本回收統計表三………
….035 表3-2-4樣本回收統計表四……….035 表3-2-5樣本回收統計表五………
…….035 表3-2-6樣本回收統計表六……….036 表3-2-7樣本回收統計表七………
……….036 表3-6-1預試信度分析結果……….042 表4-1-1人事制度知覺各構面樣本得分情形………
………….043 表4-1-2樣本在人事升遷之得分情形……….045 表4-1-3樣本在考核獎懲之得分情形………
……….047 表4-1-4樣本在薪資福利之得分情形……….050 表4-1-5工作滿足各構面樣本得分情形………
……….051 表4-1-6樣本在內在滿足之得分情形……….053 表4-1-7樣本在外在滿足之得分情形………
……….055 表4-1-8樣本在一般滿足之得分情形……….057 表4-1-9組織承諾各構面樣本得分情形…
……….059 表4-1-10樣本在情感性承諾之得分情形……….060 表4-1-11樣本在持續性承諾之得分情 形……….063 表4-1-12樣本在道德性承諾之得分情形……….065 表4-1-13樣本對精實案態度之得 分情形……….067 表4-2-1個人變項與工作滿足單因子變異數分析結果 ………070 表4-2-2個人變項與內在滿足 單因子變異數分析結果……….072 表4-2-3個人變項與外在滿足單因子變異數分析結果……….074 表4-2-4個人變項與一般滿 足單因子變異數分析結果……….076 表4-2-5個人變項與組織承諾單因子變異數分析結果……….078 表4-2-6個人變項與情感 性承諾單因子變異數分析結……….080 表4-2-7個人變項與持續性承諾單因子變異數分析結果…….082 表4-2-8個人變項與道 德性承諾單因子變異數分析結果…….085 表4-2-9個人變項與人事制度知覺單因子變異數分析結果….087 表4-2-10個人變項 與人事升遷制度單因子變異數分析結果.089 表4-2-11個人變項與考核獎懲制度單因子變異數分析結果….091 表4-2-12個人變 項與薪資福利制度單因子變異數分析結果….093 表4-3-1內在滿足層級複迴歸分析結果 ………….………… 096 表4-3-2外在 滿足層級複迴歸分析結果 ………097 表4-3-3一般滿足層級複迴歸分析結果……….098 表4-3-4情感 性承諾層級複迴歸分析結果……….100 表4-3-5持續性承諾層級複迴歸分析結果……….102 表4-3-6道 德性承諾層級複迴歸分析結果……….104 表4-4-1個人變項與其他變項單因子變異數分析結果彙整表.106 表4-4-2 個人變項人事制度及精實案態度對工作滿足及組織承諾 迴歸分析結果……….………108 表4-4-3人 事制度及精實案態度對工作滿足及組織承諾層級複迴 歸分析結果……….…110 表4-5-1工作 滿足量表因素分析結果……….…111 表4-5-2工作滿足量表構面之重建……….…112 表4-5-3組 織承諾量表因素分析結果……….112 表4-5-5人事制度知覺量表因素分析結果……….113 表4-5-6 人事制度知覺量表構面之重建……….…114
REFERENCES
一、中文部分 1.杜佩蘭，1999，組織承諾角色衝突與工作滿足及其相關因素之研究-以高雄市政府主計處外派人員為例，國立中山大學 人力資源管理所碩士論文，6-7，16-22 2.劉上蕙，1988，工作滿意與離職意願，國立中山大學學術研究所碩士論文， 3.李菁芬、李雅婷
、趙慕芬合譯，1994，組織行為學，六版，台北:華泰書局 4.徐正光，1977，工廠工人的工作滿意及相關因素之探討，中央研究院民族 學研究院專刊，43期。 5.余德成，1991，女性員工離職意願之研究，中山大學企業研究所碩士論文，p36 6.趙必孝，1980，金融自由化 與金融機構人員離職因素關係研究-以高雄市金融機構為對象，中山大學企業研究所碩士論文 7.吳靜吉，1980，內外控取向與工作滿足 及工作績效之關係，國立政治大學學報，41，75-98 8.廖素華，1998，國小校師長領導方式，教師人格特質與教師工作滿足的關係，國 立政治大學教育研究所碩士論文 9.劉家駒，1996，由組織及均衡觀點探討職位結構組職承諾與承諾發生關係之研究，國立政治大學企業 管理研究所博士論文。 10.黃宛莉，1997，人力資源管理對組織承諾、工作滿足關係之研究，東吳大學企管研究所碩士論文。 11.江岷欽
，1994，組織精簡芻議(上)，人事月刊，第19卷，第3期，p37-41。 12.江岷欽,1994，組織精簡芻議,(下)，人事月刊，第19卷，第4期
，p11-17。 13.尹曉穎,1994，國營事業人員精簡方案與被留用人員之組織行為的關係，台灣大學商學研究所碩士論文。 14.林少龍,1994
，組織因素、工作壓力及組織承諾之相關研究，文學企業管研究所碩士論文。 15.許朝欽,1999，組織文化、領導行為與員工工作態度間 關係之實證研究－台灣某一商業銀行之個案研究，朝陽科技大學工業工程與管理研究所碩士論文。 16.顏中宏,1998，變革對組織文化、
價值觀的影響-納貝斯克可口公司個案研究，國立中正大學勞工研究所碩士論文。 17.林朝夫,2000，縣市政府教育局組織文化與組織效能 關係之研究，台灣師範大學教育研究所博士論文。 18.張肇宏,2000，組織精簡策略對留任員工組織行為影響之相關性研究，靜宜大學企 業管理研究所碩士論文。 19.潘明宏譯，1999，社會科學研究方法，上冊，韋伯文化事業出版社。 20.潘明宏譯，1999，社會科學研究方 法，下冊，韋伯文化事業出版社。 21.邱皓政，1990，社會與行為科學的量化研究與統計分析，五南圖書出版社。 22.國防部彙整，2000
，國防報告書。 二、英文部分 1.Adams,J. S., 1965, Inequity in Social exchange, Berkowitz, ,advances in Experimental Social Psychology, 2, P267-299 2.Appelbaum, S. H. abd R. Simpon , and B. t. Shapiro ,1987,The Tough Test of Downsizing, Organizational Dynamics , Vol.10 , No.2 3.Becker H. S. ,1960, Notes on the Concept of Commitment , American Journal of Sociology , Vol. 6 , p32-42 4.Buchanan B.,1974,Government Manager,Business Executive and Organizational Commitment,Public Administration Review, Vol.34 , p339-347 5.Cameron K. S. ,1994,Strategies for Successful Organizational Downsizing,Human Resource Management, Vol.33 , No2, Summer 6.Cribbin J. J. ,1972,Effective Managerial
Leadership, American Management Association 7.Cummings T. G. and Huse E. F.,1989 ,Organization Development and Change, 4th Edition.
8.Davis H. ,1977,Human behavior at Work : Organizational Behavior, New York :Mcgrae-Hill 9.Dewitt, R. L. ,1993,The Structural
Consequences of Downsizing, Organization Science , Vol. 4 , No.5 10.Deal T. E. and Kennedy A. A. ,1983, Corporate Cultures:The Rites and Rituals of Corporate Life Reading , NA , Addison-Wesley 11.Dessler,1980,Organization and Management : Contingency Approach, Englewood Geiff, NJ : Prentice-Hall 12.Farrel and Rusbult ,1981,Exchange Variable as Predictors of Job Satisfacion , Job Commitment and Turnover, Organization Behavior and Human Performance , Vol. 27, Vol. 28 13.Ferris, K.R.&Aranya, N.,1983,A Comparison of Two Organizational Commitment Scales, Personnel Psychology , 36:87-98 14.Gary Johns ,1996,The Concept of Organizational Change, Organization Behavior, p562-p565. 15.Hellriegel, D. and J. W. Slocum, and R. W. Woodman,1992, Organizational Behavior , St. Paul, MN : West Publishing Company 16.Herbiniak L. G. and Alutto J. A. ,1972, Personal and Role-Related Factors in the Development of Organizational Commitment ,
Administrattive Science Quarerly , Vol. 17, p555-573 17.Herzberg, F.,1957, Job Attitudes: Review of Reseach and Opinion, Pittburg:
psychologyical science of Pittsburg 18.Herzrberg, F.,1959,The Motivation to Work, New York:Wiely 19.Herzrberg, F.,1966,Work and The Nature of Man, Qenband, The World Publishing Co., 72-74 20.Hoppock, R.,1935, Job Satisfaction, New York: Happer &Row 21.Kidron,A.,1978,.Work Values and Organitational Commitment, Academy of Management Journal ，21:239-247 22.Ko, J.W. Price ,J.L. &Mueller, C.W. ,1997, Assessment of Meyer and Allen’s Three Component Model of Organizational Commitment in South Korea, Journal of Applied Psychology ,82:961973 23.Kozlowski S. W. and G. T. Chao and E. M. Smith and J. Hedlund,1993, Organizational Downsizing : Strategies , International Review of Industrial and Organizational Psychology , NO.1 24.Lawler, E. E. ,1968,Pay and Organizational Effectiveness , New York : Mcgraw Hill 25.Lewin,K,1958,Group Decision and Social Change, Social Psychology, p459-p473 26.Lincoln, J.R, & Kalleberg A.L.,1990, Culture , Control , and Commitment :A Study of Work Organization and Work Attitudes in United States and Japan , New York :Cambridge University Press 27.Locke, E. A,1973, Satisfactors and Dissatisfactors Among White Collar and Blue Collar Employee, Journal of applied Psychology, 58:67-76 28.Locke, E. A,1973,The Nature & Causes of Job Satisfaction in Dunnette , M. O. et al, Handbook of Industrial and Organizational Psychology, Chicargo:Rand McNally College ,1297-1349 29.Marslow ,A H.,1970,Motivation and Personality,2nd Edition，New York:
Happer&Brothers Pub, 146-150 30.Mathien , J.E.& Eajac , D. M,1990, A Review and Analysis of the Antecedents,Correlates and Consequences of Organizational Commitment, Psychological Bulletin , 108:171-194 31.McCormick E. J. & Ilgen , D. ,1980,Industrial Psychology , 7th
ed.:Prientice-Hall, 306-308 32.Meyer ,J. P. ,Allen , N. J. & Smith , C.A.,1993,Commitment to Organizational and Occupations :Extesion and Test of a three Component Conceptualization, Journal of Applied Psychology , 78:538-551 33.Meyer，J.P，Allen，N.J.&Grellatly，I.R.1990
，Affecfive and Continuance Commitment to Orgnization:Evaluataun of Measures and Analysis of Concurrent and Time-lagged Relations
，Journal of Applied Psychology，75:710-720 34.Meyer and Gellatly ,1990,Organization Commitment and Job Performances : It’s the Nature of the Commiement that Count , Journal of Applied Psychology , Vol. 77, p152-156 35.Mowday ,R.T., Steers,R.M. & Porter,R.W.,1979, The Measurement of Organizational Commitment , Journal of Vocational Behavior , 14: 224-247 36.Mowday, R.T., Porter, L.W. & Steers, R.M.
,1982,Employee Organization Linkage: The Psychology of Commitment , New York : Academic Press 37.Porter L. , Steers R. , Mowday R. and Boulian P. ,1974,Organizational Commitment , Job Satisfaction and Turnover Among Psychiatric Technicians, Journal of Applied Psychology , Vol. 59 , p603-609 38.Porter , L.N.,1961, A Study of Perceived Need Satisfaction in Bottom and Management Jobs, Journal of Applied Psychology, 59:603-609 39.Seashore S. E. and Taber T. D. ,1975,Job Satisfaction and Their Correlates, Amercian Behavior and Scientists ,Vol. 18, No2, p346 40.Sheldon , M.E. ,1971,Investment and Involvement as Mechanisms Producing Commitment to the Organization , Administrative Science Quarterly , 16:143 41.Smith et .al ,1965, The Measurement of Satisfaction in Work and Retirement, The Job Description Index,1985,, Bowling Green State University 42.Smith P. C. , Kendall L. J. and Hullin C. L. ,1969, The Measure of Satisfaction in Work and Retirement , Chicargo :Rand McNally 43.Staw B. M. ,1977, Two Sides of Commitment, Paper Presented at the National of Academy of Management , Orlando , FL 44.Stevens J. M. , Beyer J. and Trice H. M. ,1978, Assessing Personal ,Role and Organizational Predictors of Managerial Commitment , Academy of Management Journal , Vol. 21, p380-396 45.Vroom, V. H .1964, Work and Motivation , New York: John Wiley & Son Inc. , 99 46.Weiss, Dawis, Lofquist ,1967, Manual for Minnesota satisfaction questionnaire of Vocational Psychology Research , University of Minnesota 47.Weiss, D.J.,Davis, R.V.. England, G.N., &Lognist.L.H. ,1967,Manuunal for Questionnaire,Minneapolis:Minnesota studies in Vocational
Rehabitation,22,Bulletin 45, University of Minnesota, Industrial Relations Center 48.Wexley K. N & Yuki G. A. ,1977,Organizational Behavior and Personnel Psychology , Homewood , IL : Richard , D. Irwin 49.Wiener Y.,1982, Commitment in Organization :A Normative View” , Academy of Management Review , Vol.7 , p418-428 50.Whyte, W.,1956,The Organization Man, Garden City ,NY:Doubledy Anchor Books
