員工認知企業分割效益、企業文化與組織認同關係之研究 : 以組織學習為中介變數

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Title:	員工認知企業分割效益、企業文化與組織認同關係之研究 : 以組織學習為中介變數
Other Titles:	Study of employee's perception of corporate spin-off, corporate culture and organizational commitment : the mediating effect of organizational learning
Authors:	周芸麗;Chou, Yun-Li
Contributors:	淡江大學企業管理學系碩士在職專班黃曼琴;Huang, Man-Chin
Keywords:	企業分割;組織分割;公司分割;企業文化;組織學習;組織認同;Corporate spin-off;Corporate Culture;Organizational Learning;Organizational Commitment
Date:	2013
Issue Date:	2014-01-23 14:03:33 (UTC+8)
Abstract:	在全球經濟快速變化下，為達成永續經營更具競爭力，企業變革以成為組織前進的必要方法之一，在政府法令修正的下，企業分割方式已在各企業間執行。本研究指在探討企業進行企業分割時除了以企業財務考量為出發，同時也能重視員工心理及行為層面，透過組織學習行為提昇藉以增進企業變革績效，並提供企業界實務上的應用參考與建議。本研究以台灣地區曾經經歷過企業分割之員工為研究對象，採用便利抽樣方式，分別以網路問卷及實體問卷兩種方式進行調查，共回收170份有效問卷，並採用統計軟體SPSS19.0版進行資料分析，主要採用階層迴歸模型來驗證各項假設。茲將研究結果歸納如下： 1.不同的人口統計變項中，「上市上櫃」、「職務類別」、「年資」、「年齡」對組織認同均有顯著的差異性。 2.企業分割變革後員工認知之企業分割效益，對組織學習有正向影響。 3.企業分割變革後員工認知之企業文化，對組織學習有正向的影響。 4.企業分割變革後員工之組織學習對其組織認同有正向的影響。 5.企業分割後員工認知之企業文化，透過組織學習之中介作用，影響其組織認同。 To maintain competitiveness under rapid change of global economy, corporate reform is necessary in organizational advancement. Corporate spin-off methods have been executed in numerous enterprises since law amendment. This paper wishes to emphasize not financial consideration but employees’ psychological and behavioral aspects when it comes to corporate spin-off, increase the effectiveness of corporate reform through organizational learning, and provide practical references for corporations. The subjects of this study are employees who have worked for spin-off companies. The researcher used convenience sampling to conduct this study, using both online questionnaires and paper questionnaires. 170 valid questionnaires were recovered and analyzed by software SPSS version 19.0. Hierarchical regression analysis was used to test hypotheses. The results of the research can be summed up as follows: 1.In different demographic variables, “listed company”, “job category”, “seniority” and “age” have significant influences on organizational commitment. 2.The employees’ awareness on efficiency of corporate spin-off after the reform has a positive influence on organizational learning. 3.The employees’ awareness on corporate culture after the corporate spin-off reform has a positive influence on organizational learning. 4.Employee’s organizational learning after the corporate spin-off reform has a positive influence on organizational commitment. 5.Employees’ awareness on corporate culture after corporate spin-off influences organizational commitment when organizational learning serves as an intervening variable.
Appears in Collections:	[Graduate Institute & Department of Business Administration] Thesis

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