查詢結果分析
來源資料
頁籤選單縮合
題 名 | 企業文化發展與組織承諾的關聯性研究--被購併企業續留員工的觀點=The Relationship of Corporate-culture Development on Organizational Commitment--In the Employees' Viewpoint of Merged Firms |
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作 者 | 陳海鳴; 余靜文; | 書刊名 | 管理與系統 |
卷 期 | 7:2 2000.04[民89.04] |
頁 次 | 頁249-269 |
分類號 | 494 |
關鍵詞 | 購併; 企業文化發展; 企業文化認知; 組織承諾; Mergers and acquisitions; Organizational culture recognition; Organizational commitment; Corporate-culture development; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究主要探討臺灣進行購併活動的企業對被購併企業續留員工進行企業文化發展的情況、企業文化發展的程度對被購併企業續留員工之企業文化認知之影響,以及企業文化認知的程度對被購併企業續留員工的組織承諾之影響。本研究以問卷調查的方式對1988年至1997年臺灣12家主購併公司內被購併企業續留的員工進行調查,共得130分有效問卷,資料分析結果如下: 1.臺灣進行購併之企業最常使用之企業文化發展方式為分組討論法,其次為演講、研討會、問題回饋、個案探討、團體活動,而角色扮演及電影討論法實施的程度較低。 2.將組織承諾量表以因素分析方法萃取出三個構面,分別為「對公司的投入與認同」、「對公司的向心力」及「留職意願」。 3.企業文化發展程度對續留員工整體企業文化認知及其三構面有正向關係;同時對整體組織承諾、對公司的投入與認同構面、對公司的向心力構面有正向關係,但對留職意願構面則無顯著關係。 4.整體企業文化認知對續留員工整體組織承諾、對公司的投入與認同構面、對公司的向心力構面有正向關係,但對留職意願則無顯著關係。 5.企業文化認知之共同價值觀認知構面對整體續留員工組織承諾、對公司的投入與認同構面、對公司的向心力構面有正向關係,同樣對留職意願沒有顯著關係。 6.企業文化認知之共同行為模式認知構面僅與續留員工對公司的投入與認同構面有顯著關係。 7.象徵性活動認知構面對續留員工整體組織承諾及其三個構面都無顯著關係。 |
英文摘要 | The purpose of this study is to understand the status of corporate-culture development being practiced by the acquiring firms, the effect of corporate-culture development degree on employees' organizational commitment of merged firms, and the relationship between the organizational culture recognition and employees' organizational commitment of merged firms. This paper made a survey of 130 employees of which firms being merged or acquired during 1988 to 1997 in Taiwan. The results are summarized as follows: 1.There kinds of corporate-culture development: "group discussion", "lectures" and "work shop" are used more frequently than others. 2.Use factor analysis to generate three key factors: "involvement and identification to organization", "loyalty to organization" and "willingness to stay" from organizational commitment questionnaire. 3.Corporate-culture development has a positive relationship on employee's organizational culture recognition of merged firms, organizational commitment, but has no effect on willingness to stay. 4. Organizational culture recognition has a positive effect on organizational commitment, but has no relationship on willingness to stay. 5. Value recognition has a positive relationship on employee's organizational commitment of merged firms, but has no relationship on willingness to stay. 6.Behavior norm recognition has a positive relationship on employee's involvement and identification to acquiring organization only. 7.Symbolic activities recognition has no relationship on employee's organizational commitment of merged firms and three factors of organizational commitment. |
本系統中英文摘要資訊取自各篇刊載內容。