自2008年雷曼兄弟宣布破產後，金融海嘯影響世界各地的經濟，台灣的媒體產業受到最直接的影響就是廣告的收入下滑，在勞力密集的媒體組織中，通常會採用人力精簡決策來維持組織的運作，因此近年來不斷傳出媒體組織人力精簡的事件。本研究之目的是要去了解有哪些因素造成媒體組織必須進行人力精簡與決策的過程的資訊行為，以及解雇名單選定的標準；另外一方面，也要去了解管理者會選擇哪些傳播管道發布訊息。
　　本研究採用深度訪談法進行資料的蒐集，最後共完成12位受訪者的訪談，研究發現造成媒體組織人力精簡的原因共有三個層次，分別是「組織的外部因素」、「組織的內部因素」與「員工的個人因素」；決策的過程可以分為「由上而下」與「由下而上」兩種的決策模式；而解雇名單的選定標準包含工作表現、年資、薪資與主管的主觀認知。在解雇訊息的發佈部分，主管選擇面對面告知的原因在於考量員工的感受與立即性的回饋，電子郵件與即時通軟體則可以避免見面的尷尬；員工對於不同傳播管道發部解雇訊息的接受程度依序為面對面、電話與電子郵件、書面通知、MSN即時通軟體、公布欄、官方網站與社群網站。

The purpose of this paper is to understand what factors make media firms downsize and which channel managers will choose to inform the layoff message to employees. This paper uses interview research method to collect the data from 12 workers in different media firms. Findings indicate that there are three levels of factors cause downsize in media firms: external factors of the organization, internal factors of the organization and personal factors of employees. And managers depend on some standards to decide the list of layoff such as work performance and experience and managers’ recognize about the employees. If one manager wants to inform layoff message to employees, he/she will choose face-to-face communication channel because it can ease employees feeling and makes some immediately feedbacks. The order of communication channels from interviewers’ response is: face-to face, telephone and e-mail, document, MSN, bulletin board, firm’s website and social network website.

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 3
第三節 研究問題 3
第二章　文獻探討 5
第一節　人力精簡決策（Layoff Decision-making） 5
　　壹、人力精簡 5
　　貳、決策的定義 8
　　參、決策的過程 9
　　肆、小結 12
第二節　資訊行為（Information Behavior） 12
　　壹、資訊行為（Information Behavior）的定義 12
　　貳、資訊行為（Information Behavior）的模式 13
　　参、資訊需求(information need) 15
　　肆、資訊搜尋(information seeking/searching) 16
　　伍、資訊行為（Information Behavior）過去的相關研究 17
第三節　媒介選擇（Media Adoption） 17
　　壹、媒介選擇的意涵 17
　　貳、媒介選擇的相關理論 21
　　参、資訊豐富度與傳播媒介的選擇 23
　　肆、小結 24
第四節　理論架構與訪談大綱 25
　　壹、文獻探討結果與發現 25
　　貳、訪談大綱的擬定 26
第三章　研究方法 30
第一節　深度訪談法 30
第二節　研究程序 31
第三節　研究對象 31
第四節　資料整理分析 34
第四章　前測分析 35
第一節　關於受訪者 35
第二節　訪談內容分析 36
第三節　分析結果與發現 43
第五章　資料分析與研究結果 46
第一節　媒體組織的人力精簡決策 46
　　壹、媒體組織人力精簡的原因 46
　　貳、人力精簡前的警訊 52
　　参、人力精簡的執行程序 54
　　肆、人力精簡名單的選定標準 57
第二節　人力精簡決策的資訊行為 59
第三節　人力精簡決策訊息發布的媒介選擇 61
　　壹、過去的相關經驗 61
　　貳、假設自己是主管時 62
　　参、人力精簡訊息發佈管道的接受程度 64
　　肆、人力精簡訊息發布的法律觀點 68
　　伍、人力精簡訊息發布的性別觀點 73
　　陸、非正式傳播管道的訊息發布 74
第六章　結論與建議 70
第一節　研究結論 70
第二節　研究貢獻 71
　　壹、補足過去相關研究 71
　　貳、提供管理實務方針 72
第三節　研究限制與未來建議 75
參考文獻 77
中文部分 77
英文部分 77

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