| 摘要: | 組織乃是人員為了達成共同目標，經由權責分配、層級節制、獎懲升調、俸給分配等所構成之完整有機體。組織成員間自然會建立一種意識。而行政組織更不僅是權責分配關係或工作運作狀況或是不斷成長之有機體，也是機關人員對權責觀念之認識、感情交流與思想溝通所形成的團體意識。
本研究就是要探討最基層的行政組織「區公所」的員工，身在最基層的公共服務部門，當中的個人所處的位置，所顯現的情緒與組織之關聯。
本研究是選擇「員工沉默」這個議題，探討與「組織承諾」是否有關聯。若有關聯會表現在員工的留任意願或離職傾向上，這將有助於我們瞭解機關組織內員工之意向，有利於領導與管理及組織之發展。
本研究以問卷調查為工具，以新北市淡水區、三芝區、金山區、萬里區、貢寮區、雙溪區、平溪區，共七個區為樣本，根據問卷資料分析結果。研究結果發現：
一、 討好式沉默的人員較有留任意願。
二、 防禦式沉默的員工較有離職傾向。
A Study of the Relationship Between Employee Silence and Organizational Commitment
An organization is an organic entity whose members pursue their common objectives under the framework of the distribution of power and responsibility, a hierarchical structure, a reward and punishment system, and a salary system. Organization members will automatically develop a sense of commitment. However, an administrative organization is more than about the distribution of power and responsibility, or its operation, or its ever-growing development, it is also about an understanding of the concepts of power and responsibility, and a group awareness that is shaped through exchange of feelings and communication of ideas.
The research is intended to explore the connection between employee’s emotions and their organization, and whether or not there is a connection between employee silence and organizational commitment. This helps to understand the inclination of the employees, which is conducive to organization leadership, management, and development.
Based on the analysis of the surveys conducted in Tamshui, Sanzhi, Jinshan, Wanli, Shuangxi, nad Pingxi district offices of New Taipei City, I have come to the conclusion that employees who engage in prosocial silence are more likely to stay in their jobs while employees who are engage in defensive silence are more likely to leave. |
