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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/33097

    Title: 高科技產業併購後員工離職意願之研究 : 以 TFT-LCD 產業為例
    Other Titles: A study of merged employees determination of intention to quit after M & A in the TFT-LCD industry
    Authors: 羅文熙;Lo, Wen-hsi
    Contributors: 淡江大學管理科學研究所企業經營碩士在職專班
    陳定國;Chen, Ding-guo
    Keywords: 併購;組織承諾;溝通;尊重;公平;Merging;Organization commitment;Communicate;Respect;Equity
    Date: 2007
    Issue Date: 2010-01-11 03:20:34 (UTC+8)
    Abstract: 近幾年來,許多企業為了增加市場佔有率,紛紛以併購為手段,作為快速取得市場規模的方式。此也是擁有雄厚資金為背景的集團,做水平或垂直整合最有效的方式。面板業是我國政府「兩兆雙星」重點發展產業之一。發展至今,面對韓國面板廠的競爭,產能已經是逐步邁向全球第一。
    Many corporations use mergers and acquisitions method to increase market share in recent years. This is the most effective way of the company to have huge capital to do horizontal or vertical integration. The flat-panel industry is one of Taiwan government strategies of「Two Trillion and Twin Star Industries Development Plan」.So far the total capacity of Taiwanese panel factories are going to be the number one in the world competing with the Korean as closest rival.
    Many years ago,「Acer Display Technology Company」and「Unipac Optoelectronics Company」were merged and become AU Optronics Company (AUO) ,the largest in Taiwan, and top 3 manufacturer in the world’s thin film transistor liquid crystal display panels (TFT-LCD).In April of 2006, AUO announced to merge again with the「Quanta Display Inc.」and gave great encouragement to Taiwan panel industry.However, there are many problems behind the merger news to which human-resources is one of the most important problems.
    Merger and acquisition(M&A) may not bring the immediate benefit to the company and integration is the real beginning of creating the merger benefits. Strategic planning, reorganization, acculturlization, regulations and procedures, operations management and even top-managers’ style are all the important factors that affecting the synergism effects of merging.
    In the electronic industry action, employees are regarded as knowledge workers and to keep those human brains is the most important action. The purposes of this research are to investigate the relationship of the「organization commitments」、「working pressure」and「factor of equity」 to the worker’s intension to quite after merger.
    The study used questionnaire to survey 107 quitted employees,asking their reactions toward the 「organization commitments」、「working pressure」and「factor of equity」.
    The survey results indicated the following three conclusion:
    1.he change of organization commitments is the main factor that employee’s quit.
    2.Employee’s working pressure is come from uncertainty during the period of combination, more respect and communication will help to reduce that pressure.
    3.The feeling of inequity is also the main reason that employees select to leave the company.
    From this research, suggesting the merging company should think about the importance of human resources. Although company need to pay higher salary to higher level employee who had contribution to the company. High-tech employee is autonomous so need more respect and communicate. This research results can be the reference for relative industries that willing to merges and acquisitions.
    Appears in Collections:[管理科學學系暨研究所] 學位論文

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