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系統識別號 U0026-1807201220313700
論文名稱(中文) 組織併購後員工不確定性感受對其組織目標工作動機之影響-以某面板公司為例
論文名稱(英文) The impact of employees' perceived uncertainty on their working motivation toward organizational objectives after merger and acquisition - an example of A TFT-LCD company
校院名稱 成功大學
系所名稱(中) 工業與資訊管理學系碩博士班
系所名稱(英) Department of Industrial and Information Management
學年度 100
學期 2
出版年 101
研究生(中文) 張勝泰
研究生(英文) Sheng-Tai Chang
學號 r36991111
學位類別 碩士
語文別 中文
論文頁數 97頁
口試委員 指導教授-鄭詩瑜
口試委員-王維聰
口試委員-姜定宇
中文關鍵字 組織併購  知覺不確定  組織承諾  工作動機 
英文關鍵字 organizational merger and acquisition  uncertainty  organization commitment  work motivation 
學科別分類
中文摘要 當組織面臨重大轉折時,組織間之「合併與收購」為組織因應科技快速發展與消費者需求不斷改變之重要策略模式,但此模式也常伴隨著組織內成員對於未知的「不確定感」所產生的衝擊,以及對於個人「工作動機」和行為的表現甚至是組織整體產出之影響。因此本研究將連結過去較少探討之組織併購後,個人「不確定性」感受來源與「個人對組織目標動機」形成之關係。
依據此研究主題,本研究提出之研究目的為:在組織併購後,探討「不確定性」感受來源、「組織承諾」以及「個人對組織目標動機」之間連結的關係。並依此目的來瞭解組織併購後不確定感是如何影響最後個人對組織目標動機的程度。
本研究以「紙本問卷」的方式,針對某面板公司經歷過組織變革之南部廠區員工進行資料收集,共發放400份問卷,回收206份有效問卷,回收率為51.5%。並透過結構方程式的分析來探討組織併購後,各變項間之關連與影響。
研究結果發現(1)組織併購後所產生的「策略」及「工作關係」不確定來源會負向的影響個人承諾態度的形成;(2)組織併購後員工內心的態度會正向影響個人對於組織目標工作動機;(3)組織併購後所產生的不確定感受來源會負向影響個人對於組織目標工作動機的形成;(4)組織併購後所產生的「策略」與「工作關係」上的不確定感受會透過「組織承諾」的中介效果影響個人對於組織目標工作動機的形成。根據研究結果,本研究建議企業在組織併購後應該適當的提供資訊,以降低成員個人不確定感,進而提升員工的工作動機形成。
英文摘要 When an organization is facing a huge transition, merger and acquisition within organizations is applied as an important strategy to catch up with the rapid development of technology and the constantly changing demands of consumers. However, in this way, it usually comes with the impact of uncertainty to members in organizations, which also affects the outputs of the organization and individual work motivation as well. Therefore, this study explores the relationship between the individual perceptions of uncertainty and their working motivation toward organizational objectives after organizational merger and acquisition, which was not discussed much in the past.
The purpose of this study is: exploring the relationship among the origin of personal uncertainty, organizational commitment, and how individual working motivation toward organizational objectives is formed after organizational merger and acquisition. With this as a purpose, it can help to understand how uncertainty affects individual working motivation toward organizational objectives after merger and acquisition.
In this study, the data is collected with self-developed questionnaires. Four hundred questionnaires are sent to the employees who have been through merger and acquisition in the south district of a LCD company in Taiwan. The total amount of effective returns is 206 with a response rate of 51.5%.
By using the method of SEM to analyze the effects between different variables, the result of this study shows that: (1) The uncertainty of tactics and working relation, generated after merger and acquisition, impacts on a personal commitment to an organization negatively; (2) The attitude of the staff after merger and acquisition positively impacts on the performances of an organization, which is individual working motivation toward organizational objectives;(3) After merger and acquisition, uncertainty causes negative influence on employees and interfere the formation of individual working motivation; (4) With the organizational commitment as a mediator, the uncertainty of strategic and job-related, generated after merger and acquisition, influences how individual working motivation toward organizational objectives is formed. The results of this study suggest organizations ought to take information provided after merger and acquisition into consideration to decrease the uncertainty of members and increase work motivation.
論文目次 第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究限制 3
第四節 研究流程與論文架構 4
1.4.1 研究流程 4
1.4.2 論文架構 5
第二章 文獻探討 6
第一節 組織併購 6
2.1.1 組織併購的定義與類型 6
2.1.2 組織併購後產生之影響 9
第二節 知覺不確定性 11
2.2.1 不確定性的定義 11
2.2.2 不確定性形成與分類 12
第三節 組織承諾 14
2.3.1 組織承諾起源與定義 14
2.3.2 組織承諾分類 16
2.3.3 組織承諾對組織的影響與重要性 18
2.3.4 組織承諾理論模式相關研究 20
第四節 個人對組織目標工作動機 23
2.4.1 工作動機的定義 23
2.4.2 工作動機之分類 24
2.4.3 工作動機之重要性與影響 27
第五節 各變項之關連性 29
2.5.1 「知覺不確定性」對「組織承諾」之關係 29
2.5.2 「組織承諾」與「個人對組織目標動機」之關係 29
2.5.3 「知覺不確定性」與「個人對組織目標動機」之關係 30
第六節 文獻小結 31
第三章 研究方法 32
第一節 研究架構與假設 32
3.1.1 研究架構 32
3.1.2 研究假設 33
第二節 問卷設計 36
3.2.1 問卷設計流程 36
3.2.2 研究變項之定義 37
3.2.3 問卷設計與衡量問項 38
第三節 研究對象與資料收集 41
3.3.1 研究對象與概況簡介 41
3.3.2 問卷發放 43
第四節 資料分析方法 43
第五節 問卷前測 52
第四章 實證分析結果 55
第一節 樣本結構分析 55
4.1.1 回收樣本基本資料描述 55
4.1.2 研究變項初步分析 57
4.1.3 研究變項偏態與峰度分析 57
第二節 信效度分析 59
4.2.1 信度分析 60
4.2.2 效度分析 62
4.2.3 測量模型之整體契合度 67
第三節 結構模式分析 68
4.3.1 結構關係模式建立 68
4.3.2 整體模式之結構關係 70
第五章 結論與建議 77
第一節 研究結果 77
第二節 實務貢獻與意涵 79
第三節 未來研究方向 80
參考文獻 82
附錄一 前測問卷 90
附錄二 正式問卷 94
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