請用此 Handle URI 來引用此文件：
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/102748完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠 | zh_TW |
| dc.contributor.advisor | Shu-Cheng Chi | en |
| dc.contributor.author | 劉俊男 | zh_TW |
| dc.contributor.author | Chun-nan Liu | en |
| dc.date.accessioned | 2026-07-15T16:57:24Z | - |
| dc.date.available | 2026-07-16 | - |
| dc.date.copyright | 2026-07-15 | - |
| dc.date.issued | 2026 | - |
| dc.date.submitted | 2026-07-01 | - |
| dc.identifier.citation | 中文文獻
[1]王文科、王智弘（編譯）（2002）。質的教育研究－概念分析（第五版）。台北市：師大書苑。 [2]李茂功（2022）。員工組織變革不確定感、組織變革壓力、工作滿意與離職意圖關係之個案研究－以 C 公司為例［碩士論文，國立臺灣師範大學］ [3]李瑋琳（2016）。組織變革不確定感、組織變革壓力、知覺組織支持與組織公民行為關係之研究－以L銀行為例［碩士論文，國立臺灣師範大學］ [4]吳芝儀與廖梅花 譯，2001，質性研究入門—紮根理論研究方法(初版)，台北，台灣：濤石文化。 [5]吳盈潔（2002）。企業購併對組織文化與組織承諾之影響—以元大京華證券為例［碩士論文，國立中央大學］ [6]徐宗國（1996）。紮根理論研究法：淵源、原則、技術與涵義。載於胡幼慧（主編），質性研究：理論、方法與本土女性研究實例（頁47-73）。台北：巨流。 [7]陳以勛（2025）。IC設計產業的組織合併：組織領導與變革 ［碩士論文，國立臺灣大學］ https://doi.org/10.6342/NTU202404453 [8]陳昺麟（2001）。社會科學質化研究之紮根理論實施程序及實例介紹。勤益學報，19，327-342。 [9]教育百科（2014）。紮根理論。教育雲線上字典。 [10]鈕文英 (2021)。質性研究方法與論文寫作（三版）。台北：雙葉書廊。 [11]曾更瑩（2015）。企業併購整合之挑戰與因應。產業雜誌，（547）。中華民國全國工業總會。 [12]葉立誠、葉至誠 (2011)。研究方法與論文寫作。台北：商鼎數位。 [13]廖國鋒、范淼、吳振昌（2002）。預期組織變革不確定感對員工工作反應影響之實證研究。台大管理論叢，13（1），227–256。https://doi.org/10.6226/NTURM2002.13.1.227 [14]潘淑滿 (2022)。質性研究：理論與應用（二版）。新北：心理出版社。 [15]顏寧、黃詠光、吳欣隆（譯）（2009）。Kathy Charmaz著。建構扎根理論。台北市：五南圖書出版。 英文文獻 [1]Allen, J., Jimmieson, N. L., Bordia, P., & Irmer, B. E. (2007). Uncertainty during organizational change: Managing perceptions through communication. Journal of Change Management, 7(2), 187-210. https://doi.org/10.1080/14697010701563379 [2]Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x [3]American Psychological Association. (2020). Ethical principles of psychologists and code of conduct. https://www.apa.org/ethics/code [4]Amiot, C. E., Terry, D. J., Jimmieson, N. L., & Callan, V. J. (2006). A longitudinal investigation of coping processes during a merger: Implications for job satisfaction and organizational identification. Journal of Management, 32(4), 552-574. https://doi.org/10.1177/0149206306287542 [5]Applebaum, D., Fowler, S., Fiedler, N., Osinubi, O., & Robson, M. (2010). The impact of environmental factors on nursing stress, job satisfaction, and turnover intention. The Journal of Nursing Administration, 40(7-8), 323-328. https://doi.org/10.1097/NNA.0b013e3181e9393b [6]Ashford, S. J. (1988). Individual strategies for coping with stress during organizational transitions. The Journal of Applied Behavioral Science, 24(1), 19-36. https://doi.org/10.1177/0021886388241005 [7]Bellou, V. (2008). Exploring civic virtue and turnover intention during organizational changes. Journal of Business Research, 61(7), 778-789. https://doi.org/10.1016/j.jbusres.2007.09.002 [8]Bennett, H., & Durkin, M. (2000). The effects of organizational change on employee psychological attachment: An exploratory study. Journal of Managerial Psychology, 15(2), 126-147. https://doi.org/10.1108/02683940010310328 [9]Bligh, M. C., & Carsten, M. K. (2005). Post-merger psychological contracts: Exploring a "multiple foci" conceptualization. Employee Relations, 27(5), 495–510. https://doi.org/10.1108/01425450510612022 [10]Bordia, P., Hunt, E., Paulsen, N., Tourish, D., & DiFonzo, N. (2004). Uncertainty during organizational change: Is it all about control? European Journal of Work and Organizational Psychology, 13(3), 345-365. https://doi.org/10.1080/13594320444000128 [11]Bouchikhi, H., & Kimberly, J. R. (2012). Making mergers work. MIT Sloan Management Review, 54(1), 63-71. [12]Buono, A. F., & Bowditch, J. L. (1989). The human side of mergers and acquisitions: Managing collisions between people, cultures, and organizations. San Francisco, CA: Jossey-Bass [13]Callan, V. J. (1993). Individual and organizational strategies for coping with organizational change. Work & Stress, 7(1), 63-75. https://doi.org/10.1080/02678379308257050 [14]Cartwright, S., & Cooper, C. L. (1993a). The role of culture compatibility in successful organizational marriage. The Academy of Management Executive, 7(2), 57–70. https://doi.org/10.5465/ame.1993.9411302324 [15]Cartwright, S., & Cooper, C. L. (1993b). The psychological impact of mergers and acquisitions on the individual: A study of building society managers. Human Relations, 46(3), 327-347. https://doi.org/10.1177/001872679304600304 [16]Colquitt, J. A., Greenberg, J., & Zapata-Phelan, C. P. (2023). What is organizational justice? A historical overview. In Handbook of organizational justice (pp. 3-58). Psychology Press. [17]DiFonzo, N., & Bordia, P. (1998). A tale of two corporations: Managing uncertainty during organizational change. Human Resource Management, 37(3-4), 295-303. DOI: 10.1002/(SICI)1099-050X(199823/24)37:3/43.3.CO;2-V [18]Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507. https://doi.org/10.1037/0021-9010.71.3.500 [19]Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812-820. https://doi.org/10.1037/0021-9010.82.5.812 [20]Ford, J. D., Ford, L. W., & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review, 33(2), 362-377. https://doi.org/10.5465/amr.2008.31193235 [21]Glaser, B. G., & Strauss, A. L. (1967). The discovery of grounded theory: Strategies for qualitative research. Aldine. [22]Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247. [23]Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432. https://doi.org/10.1177/014920639001600208 [24]Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management (pp. 79-103). Lawrence Erlbaum Associates. [25]Guzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and the psychological contract. Journal of Applied Psychology, 79(4), 612-626. https://doi.org/10.1037/0021-9010.79.4.617 [26]Herzberg, F., Mausner, B. and Snyderman, B. (1959) The Motivation to Work. 2nd Edition, John Wiley & Sons Inc., New York, 20, 141-147. [27]Hunsaker, Philip L., and Michael W. Coombs. 1988. Mergers and acquisitions: Managing the emotional issues. Personnel 67(March):56-63. [28]Jackson S. Participation in decision-making as a strategy for reducing job-related strain. J Appl Psychol 1983;68:3–19. [29]Jones, L., Watson, B., Hobman, E., Bordia, P., Gallois, C., & Callan, V. J. (2008). Employee perceptions of organizational change impact of hierarchical level. Leadership and Organization Development Journal, 29(4), 294-316. https://doi.org/10.1108/01437730810876122 [30]Korsgaard, M. A., Sapienza, H. J., & Schweiger, D. M. (2002). Beaten before begun: The role of procedural justice in planning change. Journal of Management, 28(4), 497-516. https://doi.org/10.1177/014920630202800402 [31]Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. Springer Publishing Company. [32]Lester, S. W., Kickul, J. R., & Finkl, J. (2002). The interactive effects of psychological contract breach and organizational cynicism: An exploration of unmet expectations and organizational justice. Journal of Business and Psychology, 17(1), 39-56. [33]Locke, E. A. (1970). Job satisfaction and job performance: A theoretical analysis. Organizational Behavior and Human Performance, 5, 484-500. https://doi.org/10.1016/0030-5073(70)90036-X [34]Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1349). Rand McNally. [35]Marks, M. L., & Mirvis, P. H. (1985). Merger syndrome: Stress and uncertainty. Mergers & Acquisitions, 19(2), 50-55. [36]Marks, M. L., & Mirvis, P. H. (2001). Making mergers and acquisitions work: Strategic and psychological preparation. The Academy of Management Executive, 15(2), 80-92. DOI: https://doi.org/10.5465/AME.2001.4614947 [37]Millward, L. J., & Brewerton, P. M. (1999). Psychological contracts: Employee relations for the twenty-first century? In C. L. Cooper & I. T. Robertson (Eds.), International Review of Industrial and Organizational Psychology (Vol. 14, pp. 1-61). John Wiley & Sons. [38]Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22(1), 226-256. https://doi.org/10.2307/259230 [39]Napier, N. K., Simmons, G., & Stratton, K. (1989). Communication during a merger: The experience of two banks. Human Resource Planning, 12(2), 105-122. [40]Porter, L. W., Steers, R. M., Mowday, R. T. & Boulian, P. V. (1974), "Organizational Commitment, Job Satisfaction and Turnover among Psychiatric Technicians", Jornal of Applied Psychology, Vol.59, No.5., pp.603-609. [41]Pandit, N. R. (1996). The Creation of Theory: A Recent Application of the Grounded Theory Method. The Qualitative Report, 2(4), 1-15. https://doi.org/10.46743/2160-3715/1996.2054 [42]Pate, J., Martin, G., & Staines, H. (2000). Exploring the relationship between psychological contracts and organizational change: A process model and case study evidence. Strategic Change, 9(8), 481-493. [43]Rousseau, D. M. (1990). New hire perceptions of their own and their employer's obligations: A study of psychological contracts. Journal of Organizational Behavior, 11(5), 389-400. https://doi.org/10.1002/job.4030110506 [44]Sales, A. L., & Mirvis, P. H. (1984). When cultures collide: Issues in acquisition. In J. R. Kimberly & R. E. Quinn (Eds.), Managing organizational transitions (pp. 107-133). Dow Jones-Irwin. [45]Schweiger, D. M., & DeNisi, A. S. (1991). Communication with employees following a merger: A longitudinal field experiment. Academy of Management Journal, 34(1), 110-135. https://doi.org/10.5465/256304 [46]Strauss, A., & Corbin, J. (1998). Basics of Qualitative Research: Techniques and procedures for developing grounded theory (2nd ed.). Sage Publications. [47]Terry, D. J., Carey, C. J., & Callan, V. J. (2001). Employee adjustment to an organisational merger: An intergroup perspective. Personality and Social Psychology Bulletin, 27(3), 267-280. https://doi.org/10.1177/0146167201273001 [48]Vinokur-Kaplan, J. X. (1991). Job satisfaction among social workers in public and voluntary child welfare agencies. Child Welfare, 155, 81–91. [49]Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire (Minnesota Studies in Vocational Rehabilitation, No. 22). University of Minnesota, Industrial Relations Center. | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/102748 | - |
| dc.description.abstract | 本研究旨在從被併購方員工的微觀視角出發，探討在併購情境中，併購方資訊、整合過程、激勵與晉升制度、主管領導風格及同儕關係等多重因素，如何交織影響員工的心理契約及工作態度，進而解答企業在變革期間如何兼顧員工外在物質滿足與內在價值認同的留才難題。
本研究採質性研究方法，透過半結構式深度訪談蒐集資料。在樣本選擇上採用立意抽樣，選取三家歷經重大跨國併購之企業，共訪談九位歷經併購前後之被併購方主管與基層員工。取得實務語料後，以既有文獻作為敏銳化概念（Sensitizing concepts）之引導，並運用紮根理論之開放編碼、主軸編碼與選擇性編碼等系統化程序，進行資料的歸納分析與理論建構。 本研究透過分析歸納出九項命題，主要研究發現包括：(1)併購方的品牌光環或資源互補性，為安定員工工作滿足感與產生持續性承諾的基石；(2)兼顧硬性結構與軟性氛圍的雙軌整合，並由上到下恪守策略性承諾，能為員工構築消除風險焦慮的心理保護傘；(3)建立透明公平的績效考核與公開的晉升機制，輔以具競爭力的薪酬福利，能兼顧外在留人與內在留心，驅動成就感與價值認同；(4)主管的勝任能力、人際關懷與領導誠信是決定文化融合與防範變革壓力的關鍵；(5)建立透明溝通與衝突管理機制，化解水平與垂直的雙重人際衝突，是維繫心理契約的最後防線。基於研究發現，本研究提出「企業併購被併購方員工心理調適與雙軌留才模型」，以及實務管理建議。 | zh_TW |
| dc.description.abstract | This study aims to explore, from the micro-perspective of acquired employees, how multiple factors—such as the acquirer's information, the integration process, incentive and promotion systems, managerial leadership styles, and peer relationships—intertwine to affect employees' psychological contracts and job attitudes in M&A (mergers and acquisitions) contexts. Furthermore, it seeks to address the talent retention dilemma of balancing employees' extrinsic material satisfaction with intrinsic value identification during periods of change.
This study adopted a qualitative research method, collecting data through semi-structured in-depth interviews. Purposive sampling was utilized to select three companies that had undergone major cross-border M&As. A total of 9 managers and first-line employees from the acquired firms, who had experienced the pre- and post-M&A phases, were interviewed. Subsequently, guided by existing literature as sensitizing concepts, the systematic procedures of Grounded Theory—including open coding, axial coding, and selective coding—were applied to conduct inductive analyses and theory construction. Through data analysis, this study formulated nine propositions and discovered the following main findings: (1)The acquirer's brand advantage or resource complementarity between the two companies serves as the cornerstone for stabilizing employee job satisfaction and fostering their continuance commitment; (2)A dual-track integration that balances rigid structures and a soft work climate, along with strict adherence to strategic commitments, could build a psychological protective umbrella to eliminate anxieties about uncertainty; (3)A transparent and fair performance and promotion system, supplemented by competitive compensation, could fulfill both extrinsic and intrinsic motivation, driving a sense of achievement and organizational identification; (4)Managers' competence, interpersonal care, and leadership integrity are pivotal in determining cultural integration and preventing change-induced stress; (5)The establishment of transparent communication and conflict management mechanisms to resolve both horizontal and vertical interpersonal conflicts acts as the final defense line for maintaining the underlying psychological contracts. Based on the research findings, this study proposed the "Psychological Adjustment and Dual-Track Talent Retention Model for Acquired Employees in M&A" and provided practical management suggestions. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2026-07-15T16:57:24Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2026-07-15T16:57:24Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 口試委員會審定書 i
誌謝 ii 中文摘要 iii ABSTRACT iv 目次 vi 圖次 viii 表次 ix 第一章 緒論 1 第一節 研究動機與目的 1 第二節 研究架構與流程 3 第二章 文獻探討 5 第一節 企業併購對員工的心理衝擊 5 第二節 組織變革時之不確定感與壓力對員工影響 9 第三節 員工之工作態度與人才留任因素 11 第四節 整合溝通與心理契約 14 第五節 小結與概念框架之建立 16 第三章 研究方法 17 第一節 研究設計 17 第二節 紮根理論編碼技術之應用 18 第三節 訪談大綱 20 第四節 訪談作業 25 第五節 編碼 29 第六節 訪談資料之信效度與認知交叉比對 33 第四章 研究結果 36 第一節 併購方公司特性與員工工作態度之關係 36 第二節 併購過程與員工工作態度之關係 42 第三節 併購後激勵制度對員工工作態度之影響 50 第四節 併購後主管領導對員工工作態度之影響 58 第五節 併購後同儕關係對員工工作態度之影響 66 第六節 小結 69 第五章 結論與建議 74 第一節 研究結果及討論 74 第二節 研究限制 79 第三節 研究建議 80 參考文獻 84 中文文獻 84 英文文獻 86 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 企業併購 | - |
| dc.subject | 組織變革 | - |
| dc.subject | 工作態度 | - |
| dc.subject | 心理契約 | - |
| dc.subject | 紮根理論 | - |
| dc.subject | Mergers and Acquisitions | - |
| dc.subject | Organizational Change | - |
| dc.subject | Job Attitudes | - |
| dc.subject | Psychological Contract | - |
| dc.subject | Grounded Theory | - |
| dc.title | 企業併購被併購方員工工作態度影響因素之探討：一項質性研究 | zh_TW |
| dc.title | An Investigation of the Influencing Factors of Job Attitudes of Employees in Acquired Company Employees: A Qualitative Study | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 114-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 黃家齊; 許碧芬 | zh_TW |
| dc.contributor.oralexamcommittee | JIA-CHI HUANG;Bi-Fen Hsu | en |
| dc.subject.keyword | 企業併購; 組織變革; 工作態度; 心理契約; 紮根理論 | zh_TW |
| dc.subject.keyword | Mergers and Acquisitions; Organizational Change; Job Attitudes; Psychological Contract; Grounded Theory | en |
| dc.relation.page | 90 | - |
| dc.identifier.doi | 10.6342/NTU202601554 | - |
| dc.rights.note | 同意授權(限校園內公開) | - |
| dc.date.accepted | 2026-07-02 | - |
| dc.contributor.author-college | 進修推廣學院 | - |
| dc.contributor.author-dept | 生物科技管理碩士在職學位學程 | - |
| dc.date.embargo-lift | 2026-07-16 | - |
| 顯示於系所單位： | 生物科技管理碩士在職學位學程 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-114-2.pdf 授權僅限NTU校內IP使用（校園外請利用VPN校外連線服務） | 1.56 MB | Adobe PDF |
系統中的文件，除了特別指名其著作權條款之外，均受到著作權保護，並且保留所有的權利。