當今由於全球化、顧客需求、技術創新、以及資訊取得之便利，組織變革已成為一個必然的趨勢，企業為了維持其高度競爭力及各種優勢，無不善用各種管理技術來改善作業流程、重新設計制度，以期自身立於不敗之地。經由文獻回顧，發現國內關於組織文化及組織學習對組織變革的影響相關文獻較少，本研究擬藉由實證研究了解企業員工對組織文化及組織學習的認知是否對組織變革有所影響。本研究透過四家企業共發放問卷400份，回收178份，有效問卷共103份，首先運用因素分析檢定量表的建構效度及Cronbach alpha值檢定量表信度，確定量表的信度及效度後，再運用變異數分析及複迴歸分析得到以下結論：

一、員工對組織文化的認知對抗拒變革的態度具有顯著性正向影響。
1. 員工對組織文化卓越創新認知的程度愈高，則抗拒變革的程度愈低，即
在「主觀接受」面程度愈高。
2. 員工對組織文化顧客取向認知的程度愈高，則抗拒變革的程度愈低，即
在「主觀接受」面程度愈高。
3. 員工對組織文化卓越創新認知的程度愈高，則抗拒變革的程度愈低，即
在「客觀認知」面程度愈高。
4. 員工對組織文化團隊精神認知的程度愈高，則抗拒變革的程度愈低，
在態度的「客觀認知」面程度愈高。
5. 員工對組織文化顧客取向認知的程度愈高，則抗拒變革的程度愈低，即
在態度「客觀認知」面程度愈高。

二、員工抗拒變革的程度會隨其服務部門的不同而有所差異。
1. 資訊電腦部門及業務行銷部門的員工相對於生產製造部門的員工，抗
拒變革的程度較低，即在態度的「主觀接受」面程度較高。
2. 資訊電腦部門及工程研發部門的員工相對於生產製造部門的員工，抗
拒變革的程度較低，即在態度的「客觀認知」面程度較高。

Organizational Change has become a maintrend nowadays, due to the influence of globalization, customer need, technology innovations and the convenience of information acquisition. By reviewing relative literature extensively, it is found that the research on how organizational culture and organizational learning affect organizational change is very seldom, thus this research is intended to aim at this topic finding out if there is any relationship. The questionnaire is distributed to 400 employees from four companies, 178 pcs questionnaire is returned, and 103 pcs complete questionnaire is analysised. After examining the reliability and validy by cronbach alpha and factor analysis, this research do the analysis of variance and multiple regression, and finally finding out the following conclusions,

1. Employee’s perception to organizational culture “innovations” has a sigificant
positive effects on their resistance to change of “subjective acceptance.“
2. Employee’s perception to organizational culture “customer orientation” has a
sigificant positive effects on their resistance to change of “subjective
acceptance.“
3. Employee’s perception to organizational culture “innovations” has a
sigificant positive effects on their resistance to change of “objective identity.“
4. Employee’s perception to organizational culture “teamwork” has a
sigificant positive effects on their resistance to change of “objective identity.“
5. Employee’s perception to organizational culture “customer orientation” has
a sigificant positive effects on their resistance to change of “objective identity.“
6. Compare to employee’s attitude of production and manufacturing dept.,
employee’s attitude of information technology dept. and marketing & sales dept.
show low level resistance to change in “subjective acceptance.“
7. Compare to employee’s attitude of production and manufacturing dept.,
employee’s attitude of information technology dept. and research & development
dept. show low level resistance to change in “objective identity.“

致謝辭 I
中文摘要 II
English Abstract III
表次 IX
圖次 X
第一章 緒論
第一節 研究動機與目的及內容 第1頁
第二節 研究流程 第3頁
第三節 論文結構 第4頁
第二章 文獻探討
第一節 組織文化 第5頁
第二節 組織學習 第12頁
第三節 組織變革 第20頁
第三章 研究方法
第一節 研究架構 第32頁
第二節 研究變項之操作型定義及量表引用 第33頁
第三節 研究假設 第38頁
第四節 資料分析方法 第40頁
第四章 研究結果分析
第一節 樣本特性分析 第43頁
第二節 研究量表之信度及效度分析 第45頁
第三節 單因子變異數分析 第51頁
第四節 複迴歸分析 第55頁
第五章 結論及建議
第一節 研究結論 第61頁
第二節 對實務界的建議 第63頁
第三節 研究限制及後續研究建議 第64頁
附錄 「員工對組織文化及組織學習認知對其抗拒變革的態度」問卷
參考文獻
個人簡歷

表 次

表1-1-1 管理思潮的演進
表2-1-1 文化理論及組織理論的交集
表2-1-3 表現組織文化的層次
表2-1-4 組織文化價值觀之實證研究
表2-2-1 組織學習定義之比較
表2-2-2 組織學習的類型
表2-2-3 組織學習的程序
表2-2-4 學習導向的組織學習量表
表2-3-1 抗拒變革之成因及策略
表4-1-1 個案公司之問卷發放份數
表4-1-2 研究樣本描述性分析表
表4-2-1 組織文化量表的信度及效度分析
表4-2-2 組織學習量表的信度及效度分析
表4-2-3-a 員工抗拒變革態度量表的信度及效度分析
表4-2-3-b 因素間的相關係數矩陣
表4-2-3-c 員工面對組織變革態度量表的二階因素分析
表4-2-4 研究量表之信度係數彙整表
表4-3-1 員工個人變項對於其面對組織變革態度「主觀接受」構面差異分析
表4-3-2 員工個人變項對於其面對組織變革態度「客觀認知」構面差異分析
表4-4-1-a 員工對組織文化及組織學習的認知及員工個人變項對其抗拒變革的態度「主觀接受」構面的複迴歸分析
表4-4-1-b 員工對組織文化及組織學習的認知及員工個人變項對其抗拒變革的態度「客觀認知」構面的複迴歸分析

圖 次

圖1-2-1 研究流程圖
圖2-1-3 文化由淺至深的層次顯現
圖3-1-1 研究架構
圖3-3-1 研究架構中的假設關係

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