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博碩士論文 etd-0902109-170231 詳細資訊
Title page for etd-0902109-170231
論文名稱
Title
人力精簡方法對留任員工的工作不安全感及組織承諾的影響
The impact of downsizing method on employee’s insecurity and commitment to the organization
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
89
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2009-07-17
繳交日期
Date of Submission
2009-09-02
關鍵字
Keywords
人力精簡、工作不安全感、組織承諾
commitment to the organization, insecurity at work, downsizing method
統計
Statistics
本論文已被瀏覽 5837 次,被下載 3048
The thesis/dissertation has been browsed 5837 times, has been downloaded 3048 times.
中文摘要
景氣持續衰退,企業支出居高不下,管理階層為了降低龐大的人事成本,實際作法就是透過裁員,或是壓縮勞動條件,例如:無薪休假與減薪。組織精簡後對被裁員者及留任者產生很多的負面影響,本研究欲藉由本次組織人力精簡行動探討組織人力精簡的方法是否對留任員工工作不安全感及組織承諾產生影響。

本研究根據文獻的研究結果,歸納出人力精簡方法會提高工作不安全感的影響,而此人力精簡方法與工作不安全感使留任員工對企業產生不信任降低其組織承諾。因此,本研究對曾經在2008年7月到2009年2月進行組織人力精簡(裁員、減薪、無薪休假)的企業,以組織精簡後之留任員工和主管為填答對象,測量留任員工對於工作不安全與組織承諾的感受程度。

經由此次實證分析,本研究主要發現如下:
1.人力精簡對留任員工工作不安全感的正面影響,會因不同的方法而有差異,不成立。
2.留任員工的工作不安全感對組織承諾具有負面影響,不成立。
3.人力精簡方法中的裁員與放無薪假對留任員工組織承諾的負面影響,成立;主管與非主管減薪對留任員工組織承諾的負面影響,不成立。
4.工作不安全感在人力精簡方法對組織承諾的影響具中介效果,然在人力精簡方法對工作不安全感的影響因其驗證結果不顯著,是以其中介效果無法獲得證實。
Abstract
As the downward movement in the economy, many corporations still remains high expense on the debit. In order to lower the personnel expenses, technically, most corporations will directly lay off employees, or compress the working requisite, such as: unpaid leave, or deduction on the salary. After the downsize method has been conducted, there are some negative impacts on the employees (both to lay off and the remaining employee), this research will probe into the impact on the insecurity and commitment to the organization on remaining employees after the conduction of the downsizing method.

According to the research result, it concluded the impacts from the downsizing method on increasing the insecurity at work, it will also affects remaining employees’ trust to the company and further diminish the commitment to the organization. This research has examined the downsized corporations’ remaining employees (to both general and managerial position employees) during July 2008 to February 2009 on the degree of insecurity and commitment to the organization.

According to the examined result, this research has the following conclusion:
1.The downsizing method’s actual impact on remaining employee’s insecurity at work will be varied by the procedure, so the hypothesis is not approved.
2.The hypothesis on the remaining employees’ insecurity at work has the negative impact on commitment to the organization, disapproved.
3.The hypothesis on downsizing by lay off and unpaid leave has the negative impact on commitment to the organization, approved; managerial and non-managerial position employee has the negative impact on the commitment to the organization, disapproved.
4.Insecurity from the downsizing method has a moderate effect on commitment to the organization; nevertheless, it can’t approve the moderate impact on the insecurity at work from the downsizing method, so the result is insignificant.
目次 Table of Contents
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 研究流程 4
第二章 文獻探討 5
第一節 組織人力精簡現況 5
第二節 組織人力精簡方法 11
第三節 工作不安全感 15
第四節 組織承諾 19
第五節 組織人力精簡方法對留任員工工作不安全感的影響 24
第六節 留任員工的工作不安全感對組織承諾的影響 28
第七節 組織人力精簡方法對留任員工組織承諾的影響 33
第三章 研究方法 36
第一節 研究架構與研究假設 36
第二節 研究變項的操作性定義與衡量 38
第三節 研究對象與資料蒐集方法 43
第四節 資料分析方法 44
第四章 實證分析與討論 46
第一節 描述性統計 46
第二節 相關分析與交叉分析 53
第三節 迴歸分析 55
第五章 結論與建議 60
第一節 研究結果 60
第二節 建議 62
第三節 研究限制與後續研究建議 64
參考文獻 65
附錄 74
附件一 問卷調查表 74
附件二 工作不安全感迴歸分析 79
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