近年來，台灣金融業經濟環境變化快速，逐漸步入大數據時代，銀行因應Bank3.0來臨時，首先應調整經營策略，再調整內部組織，以因應環境做各項變革。故本研究欲探討員工面臨組織變革認知對工作投入之影響，同時驗證銀行主管轉換型領導對銀行組織變革認知與員工工作投入之關係是否會產生干擾之效果。 本研究針對銀行業之正式員工，以網路問卷方式收集300份之資料，依據受試者填答內容進行SPSS統計分析，研究結果發現，組織變革認知會正向影響員工工作投入，個人價值觀會正向影響員工工作投入，組織價值觀會正向影響員工工作投入，變革準備會正向影響員工工作投入。此外，轉換型領導對組織變革認知與員工工作投入之關係產生干擾之效果。針對上述結果，本研究提出理論意涵與管理建議。 In recently years, along with the highly changeable banking industry environment in Taiwan, It will be the age of the big data. Facing the new era of Bank 3.0 , the first thing for the Banks have to do is to adjust the operation strategies, and then to adjust the inner organization in order to meet the environment change. Therefore, the study explores the impact of the employee’s cognition of organizational change on job involvement. Simultaneously, the study validates the interfere effect of the bank manager’s transfomational leadership between the relationship of the cognition of the organizational change and the job involvement. Data was collected 300 full-time employees’ valid questionnaires by internet from the commercial bank and then conducted SPSS Statistics analyses. The results show that cognition of the organizational change had positive effect on job involvement of the employee. All of individual and organizational values, and change preparation had positive effect on job involvement of the employee. In addition, the transformational leadership was found that had interfere effect on the relation between the relationship of the cognition of the organizational change and job involvement. Both theoretical and practical implications are discussed.
