近年來組織精簡已經成為企業用以求取生存或提升競爭力的重要手段，企業進行組織精簡不外乎希望藉由不斷的調整人力配置來維持現行的競爭力，或者是陷入困境時希望藉由組織精簡來降低人事成本、提升運作效率以求取生存，亦或是進行購併之後藉由組織精簡來調整人力配置，除此之外，也有學者由體制理論的觀點來解釋企業為何進行組織精簡，而不管企業進行組織精簡是因為經濟性的理由、希望組織精簡之後企業可以更有效率的運作，或是企業希望節由組織精簡來取得正當性，進行組織精簡時總會希望可以運作的更好、達成組織精簡的目標。不過，國內外眾多的研究卻顯示，組織精簡不一定都可以達成預期的目標，企業成功的推行組織精簡大有人在，不過也有不少的企業組織精簡之後不能達成設定的目標，甚至陷入不斷精簡的惡性循還。而在國內外關於組織精簡的研究中已有不少關於生存者症候群的文獻，也就是組織精簡之後常會對留任者產生非常大的心理衝擊、對組織形成負面觀感，進而影響到組織精簡之後的營運。此外，也有一些學者以非正式網絡的觀點來探討組織精簡的缺失，而社會資本的相關理論恰可以針對組織精簡對於非正式網絡的傷害有更深入的探討，再者，社會資本也涉及信任、向心力、目標認同等議題，這也與生存者症候群有關，因此，藉由社會資本的觀點確實能讓研究者對於組織精簡的缺失有更全面的看法，因此，本研究擬由社會資本的觀點來探討組織精簡的各種缺失，並提出改善之道，使實務界實施組織精簡時可以有更周詳的考量。

　　本研究以個案訪談的方式，藉由深度訪談的方式來了解企業進行組織精簡的目標、過程與負面影響，在訪談與分析的過程中，除了會對過去已有不少學者研究的倖存者症候群有所著墨之外，還會特別關注組織精簡對於社會結構與非正式網絡所產生的影響。

　　本研究發現組織精簡的實施除了容易產生倖存者症候群之外，也會對企業的社會資本有所影響。企業在規劃組織精簡時若不先深入了解日常營運以及成員如何依賴非正式網絡來完成任務，則組織精簡之後很有可能因為關鍵人力的流失以及社會結構的缺口，而造成營運上的障礙。此外，倖存者症候群常提到的組織精簡會傷害信任與信心力等相關議題，由社會資本的角度觀之，會降低成員彼此合作、分享知識與資訊的動機，不利組織營運，在個案分析中也可發現這些現象。

Recently, organization downsizing has become the major means used by corporations to seek survival or better growth. Organization downsizing has some purposes: to reduce the cost of personal, to get better efficiency, to rearrange the deployment of human resource after M&A. Besides those economic purposes, some scholar think corporations do organization downsizing to get legitimacy. Generally speaking, the purpose of organization downsizing is to get better efficiency or the legitimacy. But lots of researches indicate lots of organization downsizing can not achieve expected goals. Although some corporations can achieve the goal of organization downsizing, many corporations can’t achieve expected goals, and there are also some corporations do a lot of organization downsizing but their situations go from bed to worse. Among the researches of why organization downsizing can’t achieve expected goals, many researches indicate that the application of organization downsizing will make huge negative impact to survivors. Some scholars call that impact survivor syndrome. Besides, some scholars investigate the reason of the failure of organization downsizing from the point of informal social network. Because the theory of social capital includes trust, organization involvement, social network and so on, we can more understand the reason of the failure of organization downsizing from the point of social capital. So the purpose of this research is to use the theory of social capital to investigate the impact of organization downsizing and provide some advices to corporations, so that they can do better about organization downsizing.

This research uses case study to understand the reason and the process of organization downsizing, and investigates the negative impact of organization downsizing. Survivor syndrome and social capital play important roles in the analysis of the failure of organization downsizing.

This research finds that organization downsizing will do huge damage to social capital. If corporation don’t understand the importance and benefit of social network, then the application of organization downsizing will hurt social network and corporations can’t achieve expected goals. Besides, in the analysis of case study this research finds that organization downsizing also hurt trust, involvement, incentives to cooperation and so on, these issues are part of survivor syndrome, but we also can use social capital to explain.

第一章　序論……………………………………………………………1
第一節　研究背景與動機………………………………………………1
第二節　研究目的………………………………………………………4
第三節　研究流程………………………………………………………5

第二章　文獻探討………………………………………………………6
第一節　組織精簡………………………………………………………6
第二節　社會資本………………………………………………………18
第三節　組織精簡的實施對社會資……………………………………32

第三章　研究方法………………………………………………………35
第一節　個案研究法……………………………………………………35
第二節　研究架構………………………………………………………36
第三節　研究過程………………………………………………………37

第四章　個案公司研究分析……………………………………………40
第一節　A個案公司訪談分析.................................40
第二節　B個案公司訪談分析.................................50
第三節　C個案公司訪談分析.................................59
第四節　D個案公司訪談分析.................................68
第五節　E個案公司訪談分析…………………………………………80
第六節　總結與命題……………………………………………………91

第五章　結論與建議…………………………………………………105
第一節　研究結論……………………………………………………105
第二節　研究建議……………………………………………………109

參考文獻………………………………………………………………114

附錄：訪談大綱………………………………………………………117

一、中文部份

1. 天下雜誌編輯部，2006 年5 月。「1000 大製造業行業排名」、「500 大服務業行業排名」、「100 大金融業排名」，天下雜誌1000 大特刊。

2. 弁素雯，2002。人力成本精簡方案和員工個人特質，對工作態度與生涯規劃認知相關研究－以新竹科學園區積體電路產業為例，中原大學企業管理學系碩士論文。

3. 伍桓廷，2003。台灣機車業人力精簡方案研究，國立中山大學人力資源管理研究所碩士論文。

4. 張肇宏，2000。組織精簡策略對留任員工組織行為影響之相關性研究，私立靜宜大學企業管理研究所碩士論文。

5. 劉芳君，2003。組織人力精簡對留任員工之態度與行為及組織績效關係之研究，國立中山大學人力資源管理研究所碩士論文。

6. 聯合知識庫網站　http://udndata.com

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