南華大學機構典藏系統:Item 987654321/22541
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    Please use this identifier to cite or link to this item: http://nhuir.nhu.edu.tw/handle/987654321/22541


    Title: 探討組織變革認知、組織氣候、工會角色認知對組織承諾、角色壓力與工作滿足之關聯性研究—以中華電信中區分公司為例
    Other Titles: THE STUDY OF RELATIONSHIP BETWEEN THE RECOGNITION OF ORGANIZATION CHANGE, ORGANIZATION CLIMATE, ROLE RECOGNITION OF LABOR UNION VERSUS THE ORGANIZATION COMMITMENT, ROLE PRESSURE AND JOB SATISFACTION--TAKE EXAMPLE OF THE CENTRAL DISTRICT BRANCH OF CHUNGHW
    Authors: 游鳳珠
    Yu, Feng-chu
    Contributors: 管理科學研究所
    陳孟修
    Meng-hsiu Chen
    Keywords: 組織變革認知;組織承諾;工會角色認知;組織氣候;角色壓力;工作滿足
    Organization Climate;Recognition of Organization Change;Job Satisfaction;Organization Commitment;Role Recognition of Labor Union;Role Pressure
    Date: 2006
    Issue Date: 2015-08-04 15:44:07 (UTC+8)
    Abstract: 　　國營事業最大的組織變革莫過於民營化，因為民營化除了變更所有權並同時改變經營權，無論對員工或事業經營者均是重大的考驗，加上工會強力動員及政治力的介入，使得中華電信公司民營化的過程，可謂一波三折，也堪為其他後續即將民營化公司之借鏡。　　　為了證實組織變革認知、組織氣候、工會角色認知對組織承諾與角色壓力與工作滿足之關聯性，有必要發展出一套可供實證的分析架構。　　　本研究的目的是探討中華電信人員的組織變革認知、組織氣候、工會角色認知對組織承諾與角色壓力與工作滿足的差異性、相關性及影響性之研究。本論文以中華電信中區分公司人員為研究對象，透過便利取樣的方式進行問卷調查，員工人數5308人，共發出問卷530份，回收453份，經剔除無效問卷41份，共得有效問卷412份，有效問卷回收率77.74％。　　　本研究採用SPSS統計視窗軟體為統計分析工具，針對樣本資料使用之研究方法如：因素分析、信度分析、描述性統計分析、t檢定分析、單因子變異數分析與事後多重比較、集群分析、皮爾森相關分析、複迴歸分析、層級迴歸分析與徑路分析等方法。本研究所得結論如下：　　1. 不同個人特徵變項的中華電信人員，其對組織變革認知、組織氣候、工會角色認知、組織承諾、角色壓力與工作滿足的認知有部份顯著差異。　　2. 不同集群分析的中華電信人員對組織變革認知、組織氣候、工會角色認知、組織承諾、角色壓力與工作滿足有顯著差異。　　3. 組織變革認知、組織氣候、工會角色認知、組織承諾、角色壓力與工作滿足有顯著相關。　　4. 組織變革認知、組織氣候、工會角色認知對組織承諾、角色壓力與工作滿足有顯著影響。 以上結論將提供給國營事業民營化政策制定與執行者、企業經營者、工會領導者、相關學者與未來相關研究者參考與方向的依據。
    　　The biggest change for the nationally owned business is no more than the business is transferred into privately owned business, because it not only changes the ownership but also changes the right of operation, and it is a big test for both the employees and the business administrator; also with the interference of heavy motion from the labor union and the political power, the transformation procedure of privately owned Chunghwa Telecom is striking one snag after another and which can be a lesson for other to be transferred companies.　　　There is a necessity to develop a set of an analytical structure for empirics to verify the relationship between the recognition of organization change, organization climate, role recognition of labor Union versus the organization commitment, role pressure and job satisfaction.　　　The purpose of this study is to explore the recognition of organization change of employees in Chunghwa Telecom, organization climate, the difference in recognizing the labor union versus the organization commitment and the role pressure and the job satisfaction. This thesis has the employees in the central district branch of Chunghwa Telecom as the study target, through convenient retrieving way to proceed questionnaire survey, there are 5308 employees and 530 copies of questionnaires are issued and returned 453 copies, eliminating 41 invalid copies the total valid questionnaires are 412 copies, the valid retrieving rate is 77.74%.This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis. For sampling data using the research method such as: factor analysis, reliability analysis, descriptive statistics, t-test analysis, single factor variant analysis (one-way ANOVA), subsequent inspection, cluster analysis, Pearson correlated analysis, multiple regression analysis, hierarchical regression analysis, path analysis and so on.　　　The conclusions of this study are as followings:　　1.Those Chunghwa Telecom officers on the variant item of different individual features partially have apparent differences in the recognition of organization change, organization climate, recognition of the role of labor union, organization commitment, role pressure and the recognition of work satisfaction.　　2.There is an apparent difference in various cluster analysis for Chunghwa Telecom officers on the recognition of organization change, organization climate, recognition of the role of labor union, organization commitment, role pressure and the recognition of work satisfaction.　　3.The recognition of organization change, ganization climate, recognition of the role of labor union, organization commitment, and the role pressure are evidently related to the work satisfaction.　　4.The recognition of organization change、organization climate、recognition of the role of labor union、organization commitment、and the role pressure have noticeable influence to the work satisfaction.　　　The above conclusions are provided for the reference and the direction base for the policy enactor and executor, business administrator, labor union leader, related scholars and future researchers for nationally owned businesses to transfer to privately owned businesses.
    Appears in Collections:[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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