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    Title: 被購併C公司員工工作壓力與離職傾向關係之研究 : 以組織承諾為中介變項
    Other Titles: A study of the relationships between job stress and turnover intention of the employees in the acquired C company : organization commitment as the mediator
    Authors: 蕭國男;Hsiao, Kuo-Nan
    Contributors: 淡江大學企業管理學系碩士在職專班
    王居卿;羅惠瓊
    Keywords: 購併;工作壓力;組織承諾;離職傾向;Mergers and Acquisitions (M&A);Job stress;Organization commitment;Turnover intention
    Date: 2011
    Issue Date: 2011-12-28 18:20:51 (UTC+8)
    Abstract: 本研究旨在探討被購併公司員工工作壓力、組織承諾與離職傾向間關係。購併是企業進行多角化經營的工具之一,亦能藉此提升經營的綜效。然而企業進行龐大的組織變革時常為顧及績效與制度之議題而忽略人力整合所造成之影響,導致員工工作壓力升高及員工對新組織的沒有共同的願景與使命,都可能進而影響員工繼續為新組織效命的意願,而造成無法發揮企業購併的成效。

    本研究以任職於C公司,且於2010年C公司被購併後,至今仍繼續留任員工為研究對象,探討被購併公司員工工作壓力、離職傾向與組織承諾間之關係,並以組織承諾為中介變項,探究其在工作壓力對離職傾向之影響的中介效果。

    經實證分析與討論後,所得之結論如下:
    一、購併後員工之工作壓力對組織承諾呈顯著負向影響。
    二、購併後員工之組織承諾對離職傾向呈顯著負向影響。
    三、購併後員工之工作壓力對離職傾向呈顯著正向影響。
    四、組織承諾在工作壓力對離職傾向之影響具有部分中介效果。
    The purpose of this study was to explore the relationships among job stress, organization commitment, and turnover intention of the employee in the acquired C Company.

    The firms can obtain the synergy, revenue enhancement and cost saving, when conducting diversification through successful M&A. However, how the organizational change during M&A might influence the M&A effectiveness. During M&A, to solve employee’s job stress problems and to reconstruct loyalty of new organization can make employee have same vision and mission to be willing working at new company after M&A.

    The hypotheses were tested by using data collected from the employee who still work in the new company which acquired C company in 2010. This study explored the relationships among job stress, organization commitment, and turnover intention; and made organization commitment as a mediator variable to analyze the mediation effects between job stress and turnover intention.

    After the empirical research, the major results as follows:
    1. The job stress of the employee from aquired company has an obviously negative effect on the organization commitment.
    2. The organization commitment of the employee from aquired company has an obviously negative effect on the turnover intention.
    3. The job stress of the employee from aquired company has an obviously positive effect on the turnover intention.
    4. The organization commitment of the employee from aquired company mediates the effect incompletely between job stress and turnover intention.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

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