購併後組織公平與人際滿意對組織承諾及工作滿意影響之研究－以臺灣新光商業銀行的員工為例

淡江大學機構典藏 > 商管學院 > 企業管理學系暨研究所 > 學位論文 > Item 987654321/51969

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Title:	購併後組織公平與人際滿意對組織承諾及工作滿意影響之研究－以臺灣新光商業銀行的員工為例
Other Titles:	The influence of organizational justice and interpersonal satisfaction on organizational commitment and job satisfaction - using samples of employees in the Taiwan Shin Kong commercial bank after the merger process
Authors:	張世佳;Chang, Shih-chia
Contributors:	淡江大學企業管理學系碩士在職專班洪英正;Hung, Ying-cheng
Keywords:	組織公平;人際滿意;組織承諾;工作滿意;商業銀行;Organizational Justice;interpersonal satisfaction;Organizational Commitment;Job Satisfaction;commerical bank
Date:	2010
Issue Date:	2010-09-23 16:18:50 (UTC+8)
Abstract:	近年來，在金融市場自由化與國際化的趨勢中，金融機構為獲取最大的企業優勢，而進行購併活動。購併除了帶來規模經濟外，其所伴隨的是對金融從業人員的衝擊，本研究主題為探討購併後組織公平與人際滿意對組織承諾及工作滿意影響之研究。利用文獻探討與實證研究方式，針對臺灣新光商業銀行的員工進行調查，期藉由本研究，找出影響組織承諾與工作滿意之因素，以及不同人口統計變項與組織承諾及工作滿意間之關係，以提供管理單位提升員工組織承諾及工作滿意之參考。　　本研究採便利抽樣之問卷調查法，針對臺灣新光商業銀行之員工，進行研究調查，有效問卷共481份。經過因素分析與集群分析後，本研究將組織公平區分為「高分配公平」與「高互動公平」二組；人際滿意區分為「高互信與高友誼」與「高歸屬」二組。經過變異數分析與迴歸分析後，研究結果顯示如下：　1.不同的組織公平感的員工在組織承諾上會有顯著差異。　2.不同的組織公平感的員工在工作滿意上會有顯著差異。　3.組織公平、人際滿意對員工組織承諾有顯著影響。　4.組織公平對員工之組織承諾有顯著影響。　5.人際滿意對員工之組織承諾有顯著影響。　6.組織公平、人際滿意對員工工作滿意有顯著影響。　7.組織公平對員工之工作滿意有顯著影響。　8.人際滿意對員工之工作滿意有顯著影響。　9.部分不同的人口統計變項之員工在組織公平、人際滿意、組織承諾及工作滿意會有顯著差異。　The trend of financial liberalization and internationalization in recent years has triggered off a tide of merger and acquisition (M&A) among financial institutions seeking to build an optimum corporate edge. However, in addition to the scale economy, the M&A has an impact on the employees of financial institutions. This research emphasizes at how do organizational justice and interpersonal satisfaction influence the employee''s organizational commitment and job satisfaction. By literature exploring and using empirical survey methods with the Taiwan Shin Kong Commerical Bank employees, we investigate factors that affect organizational commitment and job satisfaction, and various relationships among demographic variables, organizational commitment, job satisfaction and other variables. 　This study examines how organizational justice and interpersonal satisfaction influence employees’organizational commitment and job satification. Drawing on the extant literature and survey data collected from employees of the Taiwan Shin Kong Commercial Bank, this study looks at the cause-effect of organizational Justice and interpersonal satisfaction on o employees’organizational commitment and job satisfaction, and also search for the relationship between the demographic characteristics of the respondents with their organizational commitment and job satisfaction. Findings from the present study highlight the importance of enhancing employees’organizational commitment to and job satisfaction with the new institution after the implementation of an M&A, hence provide useful information for the improvement of managerial effectiveness in practice. 　The study utilizes a convenient sampling method for data collection. The final sample includes 481 valid samples. Using factor analysis and cluster analysis methods for data analysis, the respondents were divided into sub-groups by their self-reported organizational commitment and interpersonal satisfaction for group comparisons. Meanwhile, the sample was also divided into two types of sub-groups: the first types includes “high distributive justice” and “high reciprocation justice” in terms of respondents’ organizational commitment, and the second one includes “high trust and high friendship” and “high attribution” in terms of their interpersonal satisfaction. 　Based on the results of ANOVA (analysis and variance) and regression analysis, this study suggests several major findings as followed: 1.There are significant differences in employees'' organizational commitment with different organizational justice. 2.There are significant differences in employees'' job satisfaction with different organizational justice. 3.Organizational justice and interpersonal satisfaction of employees cause a significant impact on organizational commitment. 4.Organizational justice of employees cause a significant impact on organizational commitment. 5.Interpersonal satisfaction of employees cause a significant impact on organizational commitment. 6.Organizational justice and interpersonal satisfaction of employees cause a significant impact on job satisfaction. 7.Organizational justice of employees cause a significant impact on job satisfaction. 8.Interpersonal satisfaction of employees cause a significant impact on job satisfaction. 9.Part of employees’ demographic variables will have significant differences in the organizational justice, interpersonal satisfaction, organizational commitment and job satisfaction.
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