空軍高司幕僚人員組織公民行為與組織變革態度關係之研究

淡江大學機構典藏 > 商管學院 > 公共行政學系暨研究所 > 學位論文 > Item 987654321/74389

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题名:	空軍高司幕僚人員組織公民行為與組織變革態度關係之研究
其它题名:	A study of relationship between organizational citizenship behavior and attitude towards organizational change in the air force high-level staffs
作者:	林仲育;Lin, Chung-Yu
贡献者:	淡江大學公共行政學系公共政策碩士在職專班黃一峯
关键词:	組織變革態度;組織公民行為;高司幕僚;attitudes toward organizational change;citizen behavior;high-level staff
日期:	2011
上传时间:	2011-12-28 18:30:01 (UTC+8)
摘要:	國軍部隊為一特殊組織，官兵為達成任務，長期被教育「受命任務，誓死達成」，國軍推動一連串組織精簡後，雖均能達成各項變革專案，甚至提前完成目標；然留任官兵對組織變革態度及組織公民行為的反應為何呢？是國軍的「好員工」還是「好表演者」呢？本研究係以空軍某高司幕僚單位為研究對象，旨在探討組織變革態度與組織公民行為之間的關係。首以文獻探討方式整理和歸納理論性和實證性文獻之後，提出組織變革態度及組織公民行為的研究架構，並採用問卷調查法，對空軍某高司單位進行抽樣調查，計發放問卷450份，有效樣本357份，有效樣本回收率79.33%，並利用SPSS套裝軟體進行統計分析。本研究發現，組織變革態度方面，多數幕僚人員是可以接受新的事物、想法、做法及改變，而有趣的是，對於國軍施行組織變革專案卻不認為對整體有益及改善工作等，並不喜歡組織變革專案，就組織變革態度上來看，高司幕僚人員態度是支持、認同並接受新事物，但對組織變革專案卻抱持反向態度，另外在組織公民行為上，高司幕僚人員願意主動傳達各項訊息給周遭同僚並與關心、協助，遵守部隊各項規範與要求及自律，高司幕僚人員有相當高的認同與支持，不論是自發性公民行為或者是人際共利行為再或是組織公益行為上，均反應出正向行為。此外，組織變革態度對組織公民行為整體上具有顯著影響效果，而研究也發現加強高司幕僚人員創新態度是可以提高組織公民行為，而變革專案態度會減弱組織公民行為。本研究亦探討八項個人背景變項（性別、年齡、婚姻、育兒、學歷、年資、階級、現職專長）和組織變革態度及組織公民行為之間的關連性，結果發現此八項個人背景變項現職專長在整體組織變革態度有顯著差異存在，而婚姻、育兒、階級在整體組織公民行為的表現上有顯著性差異存在；最後，本研究並根據研究發現提出討論，分別對政策、管理、實務及後續研究方面提出建議。 Military forces are special organizations designed to achieve certain missions. Officers and soldiers are long been educated to believe their responsibilities are to protect the country with their lives. Under the trends of downsizing, series of initiatives were launched to reduce military organizations and headcounts in the past two decades. It is worthy to explore organizational members’ attitudes toward organizational change and citizen behavior to understand their perception on downsizing programs and management efforts. To achieve the research purpose, the author applied literature review, questionnaire survey to collect necessary data for building conceptual framework. The questionnaire was distributed to the high-level staff of Air Force. With the returning rate of 79.33%, 357 valid responses remained for analysis. Statistical methods including descriptive analysis, T-test, one-way ANOVA, Pearson correlation were employed for analysis. Research findings indicated that most of the respondents tended to accept new changes, ideas, and initiatives. But, they didn’t think all the reform efforts were helpful to organizational interests, improving work. They possessed negative attitude toward reform efforts. For the analyses of citizen behavior, high-level staff had willingness to pass the information of change and tried to help colleagues to follow the regulations and sel-discipline. They possessed positive attitude toward citizen behavior and were mutual-benefit oriented. The empirical evidence also found attitudes toward organizational change enacted significant influences on citizen behavior. The positive attitudes of innovations could be helpful to enhance organizational behavior. But, the attitudes toward reform projects could reduce members’ citizen behavior. The findings also indicated that demographical factors had significant effects on attitudes toward change and organizational behavior. Recommendations for policy and practice and suggestions for future study were proposed.
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