面對瞬息萬變的全球經濟動盪，金融業為了求生存，調整己身適應大環境的變動，合併、整併、策略聯盟及組織精簡等變革活動是無可避免的，然而變革的同時往往首當其衝的是員工本身，因此，變革策略的推展，是否會對員工造成工作上的壓力或心理上的不良適應，此乃本研究之動機。
本研究旨在探討員工知覺組織變革策略(變革規模與變革領導行為)與工作心理壓力及情感性變革承諾間的關聯，並進一步探討員工的正向心理資本，能否調節組織變革策略與後果變項之關聯。本研究以國內銀行業從業人員為研究對象，研究方法採行問卷調查法，共得有效問卷511份，並透過因素分析、信度分析及運用線性結構模式(LISREL)來驗證各研究構念的影響關係。研究分析結果如下：
1. 組織變革策略、正向心理資本對員工的情感性變革承諾有顯著正向影響。
2. 工作心理壓力對員工的情感性變革承諾有顯著負向影響。
3. 變革規模會顯著正向影響工作心理壓力，並透過其中介效果負向影響員工的情感性變革承諾；但變革領導行為對工作心理壓力不顯著。
4. 變革領導行為與正向心理資本交互作用後，對情感性變革承諾產生干擾效果。
故本研究建議公司在擬定變革策略時應將影響員工心理歷程的因素考量進去，透過組織文化及人力資源管理實務作法增強員工正向心理資本的開發，並致力於一些變革領導行為來強化員工對變革的正向認知，進而提高員工對變革的承諾度。

The purpose of this study is to explore the effects of scale of change and behaviors of change leadership on employee job psychological stress and employee affective commitment to change, and to explore the job psychological stress in the organizational change strategy and affective commitment to change, whether in relations with intermediary results. Besides, this research also explores the moderating effects of employee positive psychological capital on organizational change strategy. Five hundred and eleven effective surveys were received by employees of Taiwanese banks. The data was analyzed by factor analysis, reliability analysis, using the LISREL model to measure the relationship amongst the constructs.
Results showed that organizational change strategy and employee positive psychological capital had significant positively influence on employee affective commitment to change. Furthermore, job psychological stress had a significant negative influence on employee affective commitment to change. The mediating effects of employee job psychological stress towards organizational change strategy can negatively influence employee affective commitment to change. We also found that employee positive psychological capital could moderate the relationship between behaviors of change leadership and affective commitment to change.
As a result, it is suggested that by improving psychological factors at work, it is possible to promote employee affective commitment to change as well as positive organization change.

論文審定書……………………………………………………….ii
謝 誌……………………………………………………………...iii
摘 要……………………………………………………………...iv
Abstract…………………………………………………………..v
目 錄……………………………………………………………...vi
表目錄…………………………………………………………...vii
圖目錄…………………………………………………………..viii

第一章 緒論……………………………………………….1
第一節 研究背景………………………………………….1
第二節 研究動機………………………………………….2
第三節 研究目的………………………………………….5
第四節 研究流程………………………………………….5
第二章 文獻探討……………………………………..........7
第一節 組織變革策略…………………………………….7
第二節 情感性變革承諾…………………………...........18
第三節 正向心理資本…………………………………...21
第四節 工作心理壓力……………………………...........28
第五節 各變項間關係之探討……………………….......34
第三章 研究方法…………………………………….......43
第一節 研究架構………………………………………...44
第二節 研究假設………………………………………...45
第三節 變項之操作性定義與衡量……………………...46
第四節 抽樣方法與樣本分析…………………………...54
第五節 資料處理與分析方法…………………………...57
第六節 各量表之因素及信度、效度分析……………...60
第四章 實證結果分析…………………………………...69
第一節 各研究變數之描述性統計分析………………...69
第二節 各構面之間的相關性分析……………………...76
第三節 人口統計變項在各構面間之變異數分析……...80
第四節 整體模式分析…………………………………...88
第五章 結論與建議……………………………………...99
第一節 研究結論………………………………………...99
第二節 管理意涵與實務建議………………………….103
第三節 研究限制與建議……………………………….106
參考文獻……………………………………………….108
附錄…………………………………………………….121

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