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標題: | 組織成員預期變革不確定性認知對工作涉入影響之研究 The uncertainty anticipation on organizational changes employees have toward job involvement |
作者: | Chien-Hsun Su 蘇建勳 |
指導教授: | 徐木蘭 |
關鍵字: | 關係品質,工作涉入,情緒智能,預期變革不確定性認知, job involvement,relationship quality,emotional intelligence,anticipated organizational change perceived uncertainty, |
出版年 : | 2005 |
學位: | 博士 |
摘要: | 組織變革已是企業組織面對現今競爭激烈的環境為求生存創造競爭優勢下,不得不為的作為。而組織變革的成敗,除了積極進行各項變革措施之外,卻有很大成分是繫乎在組織成員對變革的預期心理認知及其所引發的因應行為上。因此本研究自個人觀點出發,從個人預期變革不確定性認知探討對工作涉入的影響,其間以個人與組織間的關係品質(信任與承諾)為中介變項,並觀察個人情緒智能變項在此一關係結構中所產生的干擾效果。
研究對象分別自高科技產業、傳統產業、服務業及公務機關等四類選取樣本,共調查36家公司或機關,回收有效問卷760份。資料分析獲得以下結果:1.組織成員對資源減少的預期認知,會對個人與組織間的信任關係產生負面影響;2.組織成員對角色負荷的預期認知,會對個人與組織間的承諾關係產生負面影響;3.組織成員與組織間的關係品質(信任與承諾),會對個人的工作涉入產生正面影響;4.組織成員對角色負荷的預期認知,會透過個人與組織間的承諾程度,而影響個人的工作涉入;5.組織成員對資源減少的預期認知,會透過個人與組織間的信任程度,而影響個人的工作涉入;6.當組織成員為低情緒智能時,其對工作不安全與角色衝突的預期認知和個人與組織間的承諾程度間的負相關會大於高情緒智能者;7.當組織成員為低情緒智能時,其對角色負荷與資源減少的預期認知和個人與組織間的信任程度間的負相關會大於高情緒智能者。 Organiational change has been the solution for many organizations to sustain their competitive advantages in surviving in nowadays. Whether success or not seems mostly based on the employees’ anticipation and the behavior consequences toward the change. Therefore, this study tries to investigate the uncertainty anticipation on organizational changes employees have toward job involvement from individual’s perspective, the mediating effect of the relationship between employee and organization, and the moderating effect of employee’s emotional intelligence. The research sample comes from hi-tech industry, traditional industry, service industry, and public servants. There are thirty-six organizations surveyed and seven hundred sixty valid samples collected. The result indicates (1) employee anticipates less resources causing negative influence on the trust individual in organization; (2) employee aniticipates more work load causing negative influence on the commitment individual on organization; (3) the quality of relationship (e.g. trust and commitment) between employee and organization is positively affecting individual’s work involvement; (4) employee’s aniticipation on work load influences individual’s work involvement through the commitment individual on organization; (5) employee’s anticipation on less resources influences individual’s work involvement through the trust individual on organization; (6) employee with low emotional intelligence shows a more negative relationship between job insecurity and role conflict anticipation and individual’s commitment on organization; (7) employee with low emotional intelligence shows a more negative relationship between the anticipation of work load and less resources and individual trust on organization. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/39222 |
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顯示於系所單位: | 商學研究所 |
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