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    Title: 企業購併後員工工作報酬、工作滿意、組織承諾與離職意願之關聯性研究 : 以金融控股公司為例
    Other Titles: A study on the relationships among work reward, job satisfaction, organizational commitment and turnover intention of the acquired employees after mergers and acquisitions : case of for financial holding company in Taiwan
    Authors: 李倩華;Lee, Chien-Hua
    Contributors: 淡江大學企業管理學系碩士在職專班
    吳坤山
    Keywords: 購併;工作報酬;工作滿意度;組織承諾;離職意願;Acquisitions;Mergers;Rewards;Job Satisfaction;Organizational Commitment;Turnover intention
    Date: 2011
    Issue Date: 2011-12-28 18:19:53 (UTC+8)
    Abstract: 本研究主要目的是探討企業購併後被購併員工工作報酬、工作滿意、組織承諾與離職意願之間的關聯性。在確定研究動機、擬定研究方向及研究目的後,對國內外之相關文獻加以歸納整理,再根據其理論基礎建立本研究之架構與假說並進行實證分析。問卷調查對象以金控業主併公司進駐被併公司後,被併公司員工在公司被購併後,仍在存續組織單位服務之員工為主要研究對象,並針對回收的有效樣本159份資料,進行敘述性統計、因素分析、信度分析、ANOVA分析、相關分析及迴歸分析,最後根據實證之結果提出主要研究結論如下:
    (1)外在報酬比內在報酬更能提升員工工作滿意度。
    (2)內在報酬比外在報酬更能提升員工的組織承諾。
    (3)外在報酬比內在報酬更能降低員工離職意願。
    (4)工作滿意度在工作報酬與組織承諾之間具有部分中介效果。
    (5)工作滿意度在工作報酬與離職意願之間具有完全中介效果。
    (6)組織承諾在工作報酬與離職意願之間具有完全中介效果。
    (7)組織承諾在工作滿意度與離職意願之間具有完全中介效果。
    The main purpose of this thesis is to investigate the relationship among employees’ work reward, job satisfaction, organization commitment and turnover intention after mergers and acquisitions. In determining the motivation, development of research and research purposes, using related literatures collected from around the world to confirm the framework and hypothesis of this study and to perform the empirical study. The main subjects of this study were the employees of the newly merged commpany. They were asked to complete a series of questionnaires; these data were collected and used as the basis of the empirical research. This study contains 159 valid samples for performing descriptive statistics analysis, factor analysis, reliability analysis, analysis of variance (ANOVA), correlation and regression. After the empirical research, the major findings as follows:
    1.Extrinsic rewards more than intrinsic rewards to enhance employee job satisfaction.
    2.Intrinsic rewards more than extrinsic rewards to enhance organizational commitment.
    3.Intrinsic rewards than extrinsic rewards can reduce employee turnover intention.
    4.The relationship between work rewards and organizational commitment is partially mediated by job satisfaction.
    5.The relationship between work rewards and turnover intention is completely mediated by job satisfaction.
    6.The relationship between work rewards and turnover intention is completely mediated by organization commitment.
    7.The relationship between job satisfaction and turnover intention is completely mediated by organization commitment.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

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