組織精簡、工作壓力與組織承諾之關係－以空軍某基地後勤人員為例

南華大學機構典藏系統 > 管理學院 > 企業管理學系(管理科學碩/博士班,非營利事業管理碩士班) > 博碩士論文-管理科學碩博士班 > Item 987654321/24416

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题名:	組織精簡、工作壓力與組織承諾之關係－以空軍某基地後勤人員為例
其它题名:	The Relation among Organizational Downsizing, Work Pressure, and Organizational Commitmentp: The Example of Air Force Logistic Staff
作者:	呂和諭 Lu, He-Yu
貢獻者:	企業管理學系管理科學碩博士班郭東昇 Tung-Sheng Kuo
关键词:	組織精簡;工作壓力;組織承諾 Organizational Downsizing;Work Pressure;Organizational Commitment
日期:	2016
上传时间:	2016-10-25 16:08:38 (UTC+8)
摘要:	國軍組織變革自建軍以來，在近十年內先後完成了約十餘萬人精簡作業。組織精簡伴隨而來的是人力、組織架構、戰略型態等重大改變，對組織成員而言更是一大衝擊，惟組織成員又是組織核心競爭力之關鍵所在，因此，組織精簡後，留任人員對組織變革知覺所產生的反應，是否會影響其對組織價值、工作態度及認同的改變，進而達成穩定招募與留才的永續募兵目標，將是變革成效之重要因子之一。　　本研究透過文獻探討，蒐整有關組織精簡的相關文獻，進而探討衍生的工作壓力，對組織承諾產生的影響。本研究以「組織精簡」、「工作壓力」、「組織承諾」三個變項建立研究架構，分別以信度分析、描述性統計、獨立樣本t 檢定、單因子變異數分析、迴歸分析等統計方法進行分析。　　本研究實證結論如下：1.組織精簡後人員所感受的工作壓力具顯著負向影響。2.人員所感受的工作壓力對組織承諾具顯著負向影響。3.組織精簡後人員的組織承諾具顯著正向影響。　　After military organization reform, simplifying ten million of manpower be completed in the last ten years. After downsizing accompanied, it comes along with major changing in human resources, organizational structure, strategic patterns. It is a big shock to members of the organization. Members of the organization are the key to the organizational core competencies. After simplifying organization, about reacting of remain staff to organization, whether it effects organization value, working attitude and concur reform or not. To recruit continuously and keep good member is important factor of reform.　　Through study and research literature about simplifying organization, to discuss working pressure will cause what kind of effect to organization commitment. In this study, using organizational downsizing, working pressure and organizational commitment establish research structure. It is analyzed by reliability analysis, descriptive statistics analysis, independent sample T-test, one-way ANOVA and regression analysis.　　The results of this research are as below: 1. The remaining staff after the downsizing generally suffers from their work pressure; it appears to be obvious negative affect toward the workplace. 2. The work pressure expressed by the remaining staff shows obvious negative affect toward the organizational commitment. 3. The remaining staff after the downsizing generally suffers from their organizational commitment; it appears to be obvious positive affect toward the workplace.
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