林業試驗所員工對行政法人化因應策略態度之研究

Abstract

摘 要 林業試驗所將改制為行政法人，此一組織變革對於機關和現職人員勢將會造成衝擊。因此，在改制前必須透過各種因應策略來降低員工對組織變革可能產生的誤解、疑慮與抵制。 本研究主要目的為探討林業試驗所員工對行政法人因應策略選擇的態度。本研究首先蒐集相關文獻，建立理論及研究架構並設計兩階段問卷，然後向該所員工寄發問卷調查，再將回卷資料進行分析。第一階段問卷利用描述性統計去確認林試所行政法人化之重要因應策略及使用變異數分析和t檢定去瞭解不同個人屬性對受訪者策略態度之差異關係。另外，依據第一階段問卷結果設計第二階段AHP問卷，並藉由AHP法評估該所主管與研究員對因應策略之偏好順序。分析結果顯示，主管策略偏好依序為：組織變革策略、人事策略、資源整合策略、業務推廣策略。而研究員偏好依序為：資源整合策略、組織變革策略、人事策略、業務推廣策略。

Abstract Taiwan Forestry Research Institute（TFRI）will be incorporatized, and this organizational change will inevitably arise tremendous impact on its operations and employees. Therefore, it is necessary for TFRI to develop coping strategies to mitigate misunderstanding, misgivings or even boycott possibly caused by the employees who face to the change. The main purpose of this study was to investigate TFRI employees’attitudes toward strategies of incorporatization. This study had three steps. Firstly, we reviewed the related literatures to set up the frame of this research, and designed two questionnaires. Secondly, we collected data from TFRI employees by questionnaire survey. Finally, we analyzed questionnaire data by different statistical approaches. The first stage questionnaire was to confirm the important strategies by descriptive statistics and to examine different employees’characteristics resulting in different attitudes toward strategies of incorporatization by t test and ANOVA. The second stage Analytic Hierarchy Process（AHP）questionnaire was based on the results found in first stage. We then applied AHP to outline the choices and priorities among coping strategies and compared the priorities of executives and researchers. The result of this analysis showed that in first-level strategies executives had the highest priority on organizational change strategy. Then, what follow were personnel strategy, integration of the resources strategy and promotion strategy, respectively. But the priorities of first-level strategies for researchers were integration of the resources strategy organizational change strategy, personnel strategy and promotion strategy, respectively.