組織改變與高科技公司工程專業人員工作不安全感之研究

南華大學機構典藏系統 > 社會科學院 > 國際事務與企業學系(亞太研究碩士班,公共政策研究碩士班,歐洲研究碩士班) > 博碩士論文-亞太研究碩士班 > Item 987654321/20885

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题名:	組織改變與高科技公司工程專業人員工作不安全感之研究
其它题名:	A Study on Relationship between Organization Change and Job Insecurity of Engineering Professionals in High-Tech Companies
作者:	蘇建全 Su, Chian-Chuan
貢獻者:	亞洲太平洋研究所溫金豐 Jin-Feng Uen
关键词:	組織改變 Organization Change
日期:	2002
上传时间:	2015-05-19 14:08:55 (UTC+8)
摘要:	經濟部資料顯示，自2000年9月起，因關廠歇業及業務緊縮而失業者，日漸增加。經濟不景氣的衝擊，使得許多傳統產業無法支撐紛紛宣告倒閉，就連身為產業龍頭的高科技公司亦不例外。組織的變動，易使員工感受到威脅感，進而產生工作不安全感，並連帶影響到員工的工作態度。本研究參考文獻後認為，組織改變會造成員工工作不安全感，工作不安全感則會影響員工工作投入，而內外控人格特質、職業自我概念具象化程度、技能特殊性三者皆會在組織改變對工作不全感的影響過程中造成干擾作用。本研究基於上述推論，以高科技工程專業人員為研究對象，形成研究架構，建立研究假設。有以下幾點重要發現： (1)高科技工程專業人員不論是在工作特性改變之工作不安全感、工作異動之工作不安全感、無力感及整體工作不安全感上得分皆偏高。 (2)組織改變程度愈高，高科技工程專業人員的工作不安全感、工作異動之工作不安全感、無力感及整體工作不安全感也愈高。 (3)高科技工程專業人員工作異動之工作不安感得分愈高，工作投入就愈低。 (4)內外控人格特質分別在組織改變對工作特性改變之工作不安全感、工作異動之工作不安全感及整體工作不安全感的影響過程中，具干擾作用。 (6)技能特殊性分別與工作特性改變之工作不安全感及整體工作不安全感有顯著相關，並在織改變對工作特性之工作不安全感、工作異動之工作不安全感、整體工作不安全感的影響過程中，會產生干擾作用。 According to the information of Ministry of Economic Affairs, many people are out of employment increasingly due to closing up of the shops and less sales. The impact of business depression makes many traditional industries close down, even including the top industries, high-tech companies. It makes employees fell threatened under organization change context, so that they breed job insecurity and their working attitude will be affected. After referring to the relative data, the thesis considers that under organization change context makes employees have job insecurity, which affects their job involvement. In addition, personality of internal-external control, crystallization of the vocational self-concept and specific skill interfere with affection toward job insecurity under organization change context. Based on above inferences, the thesis’ target people who are engineering professionals in high-tech companies to make an investigation framework and construct hypothesizes. It leads to the following points: (1) High-tech engineering professionals score higher in the matter of job insecurity toward job’s characteristic change, job reshuffle and overall insecurity. (2) These professionals perceive job insecurity, insecurity of job reshuffle and overall insecurity more when organization change context is more drastic. (3) If these professionals score higher in job insecurity of job reshuffle, they will have less job involvement. (4) Personality of internal-external control interferes with affection toward job insecurity of job’s characteristic change, job reshuffle and overall insecurity under organization change context. (5) Specific skill has outstanding relationship to job insecurity of job’s characteristic change and overall insecurity. Moreover, it interferes with affection toward job insecurity of job’s characteristic change, job reshuffle and overall insecurity under organization change context.
显示于类别:	[國際事務與企業學系(亞太研究碩士班,公共政策研究碩士班,歐洲研究碩士班)] 博碩士論文-亞太研究碩士班

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