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Title:	組織變革認知、組織正義與組織承諾之關聯性研究─以原交通部臺灣區國道高速公路局為例 The Study on Relationships Among the Cognition of Organizational Change,Organizational Justice, and Organizational Commitment – a Case Study of Taiwan Area National Freeway Bureau, MOTC
Authors:	沈郁萱 Shen, Yu-Hsuan
Contributors:	傅凱若沈郁萱 Shen, Yu-Hsuan
Keywords:	組織變革認知組織正義組織承諾人事制度組織改造 Cognition of organizational change Organizational justice Organizational commitment Personnel system Organizational reform
Date:	2018
Issue Date:	2018-08-06 18:20:43 (UTC+8)
Abstract:	本研究以原交通部臺灣區國道高速公路局及所屬各區工程處之交通事業人員為研究對象，探討原資位制職員在面臨與原交通部臺灣區國道新建工程局整併為交通部高速公路局，及人事制度由交通資位制改制為簡薦委制時，其組織變革認知、組織正義及組織承諾之間的關聯性，期能提供機關作為後續管理措施之參考。研究方法採問卷調查法，共計回收159份問卷，且均為有效問卷。透過描述性統計發現，受測者之整體組織變革認知、組織正義及組織承諾，均達中上程度。另運用獨立樣本t檢定、單因子變異數分析，探討不同的個人背景資料對於組織變革認知、組織正義及組織承諾是否有顯著差異；研究結果顯示，不同資位、職位及是否轉任簡薦委制者之組織變革認知有顯著差異，不同年齡、資位及職位者之組織正義、組織承諾亦有顯著差異。進一步以皮爾森積差相關分析發現，受測者的組織變革認知、組織正義及組織承諾，兩兩之間均呈顯著正相關。又透過多元階層迴歸分析發現，組織變革認知對組織正義、組織正義對組織承諾，以及組織變革認知對組織承諾均為正向顯著影響，且組織正義對於組織變革認知與組織承諾之間具有部分中介效果，但無調節作用。最後，根據上述研究發現，提出相關管理建議及後續研究方向。 The Subjects of this study are from Taiwan Area National Freeway Bureau, MOTC, and its suborganizations. In order to give advice to the organization on management measures of organizational change, this study aims to find out relationships among the cognition of organizational change, organizational justice, and organizational commitment when the staff of Taiwan Area National Freeway Bureau are facing the consolidation with Taiwan Area National Expressway Engineering Bureau, and personnel system change. The method to carry out this study was using a questionnaire survey, and 159 responses were collected, all are valid samples. Through descriptive statistics, the cognition of organizational change, organizational justice, and organizational commitment of sampled employees are all above average. The results of t-test and one-way ANOVA indicate that different personal characteristics have significant differences in cognition of organizational change, organizational justice, and organizational commitment. Then Pearson`s Product Moment Correlation Coefficient suggested that cognition of organizational change and organizational justice, cognition of organizational change and organizational commitment, organizational justice and organizational commitment, all have positive correlations. By multiple hierarchical regression analysis, the results were: cognition of organizational change has significant positive effects on organizational justice and organizational commitment separately; organizational justice also has a significant positive effect on organizational commitment; and organizational justice as a partial mediator but not a moderator between cognition of organizational change and organizational commitment. Last but not least, to propose management recommendations and follow-up research directions based on the outcome of this study demonstrated above.
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Description:	碩士國立政治大學行政管理碩士學程 104921071
Source URI:	http://thesis.lib.nccu.edu.tw/record/#G0104921071
Data Type:	thesis
DOI:	10.6814/THE.NCCU.MEPA.032.2018.F09
Appears in Collections:	[Master for Eminent Public Administrators] Theses

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