臺灣新銀行合併信用合作社後原信用合作社員工工作特性

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Title:	臺灣新銀行合併信用合作社後原信用合作社員工工作特性
Other Titles:	A Study of Original Credit Cooperatives employees' Job Characteristics and Job Satisfaction after The Commercial Banks to merger Credit Cooperatives in Taiwan
Authors:	郭旭峰 Kuo, Hsu-Feng
Contributors:	亞洲太平洋研究所郭常銘 Kuo Chang-Ming
Keywords:	合併;新銀行;信用合作社;工作特性;工作滿足 merger;commercial bank;credit cooperatives;Job satisfaction;Job characteristics
Date:	2001
Issue Date:	2015-05-13 11:09:29 (UTC+8)
Abstract:	台灣早年金融機構的設立受到嚴格限制，加上多數屬於國營，銀行間的競爭並不明顯。近年來在金融自由化與國際化的浪潮下，逐漸放寬管制，大幅開放市場。不僅開放銀行新設立，更大量核准金融機構申設分支單位、准許地區性企業銀行跨區經營。此外，還放寬外國銀行來台設立分行。台灣的金融環境競爭日益激烈，近年來我國商業銀行陸續採取合併信用合作社的方式，以增加營業據點及強化競爭優勢。而銀行合併後所產生的相關問題，如從業人員的文化融合、員工權益問題及人員訓練都要花費很多時間來整合，這些都會影響銀行人員的工作滿足程度。國內有關銀行合併之論述漸有增加，但對於信用合作社被合併後，其員工心理反應與工作態度之變化之研究甚少，而相關研究文獻尚為見及。因此，本研究針對已合併信用合作社之銀行員工，探討其原信用合作社員工之工作特性與工作滿足之關係。本研究係以新銀行原信用合作社從業人員為研究對象，利用問卷調查搜集資料，再以社會科學統計套裝程式SPSS9.0及Excel 2000電腦應用軟體對 171 份有效問卷進行敘述統計分析、信效度檢定、單因子變異數分析，研究結果顯示：一、原信用合作社被新銀行合併之員工以年輕、未婚為特點且女性略多於男性。中低階級職位以女性居多，但中高階卻以男性佔絕大多數比例。教育程度不高，以專科與高中職為主的基層人力，可能無法勝任因市場競爭及客戶多樣化的業務需求。二、各研究變項敘述統計分析結果：顯示原信合社人員工作滿足度接近七成，尚稱良好。惟升遷制度及薪資待遇制度方面均有改善的空間。三、人口統計變項與工作滿足感的關係，原信合社人員之性別、年齡、婚姻狀況、教育程度、年資、職位均會影響其工作滿足感。四、工作特性對工作滿足有顯著正向影響，以回饋性及自主性對工作滿足相關性最高；技能多樣性對工作滿足相關性最低。依據上述研究結果，本研究建議銀行管理階層：1.升遷與薪資制度應更具彈性。2.重視員工生涯發展。3.招募新進人員方式應更加多元化。4.提供全方位服務品質。5.加強從業人員專業知識。 Early in time, there was a strict limitation for establishing a financial organization in Taiwan. In addition, most of banking business were be belonged to the government. Even no very obvious competitions exist between banks. Lately, due to liberalization and internationalization in finance, the authority gradually cuts the rules. The financial market is widely opened now, not only new banks being approved, but also local enterprise banks being allowed to run inter-regionally. Moreover, the government approves some foreign banks to set up their branch in Taiwan. Some of commercial banks in Taiwan recently are starting merging credit cooperatives in order to have more business spots and enforce their competing competency. Related problems come with merger, such as integration between staff from different organization, their work rights, and re-training programs, which takes time to integrate. All of these situations more or less affect the working satisfaction of the staff that still work after merger. Theories about banking merger are increasing; however, most of them are only focused on valuing the results after merging, on programming how to merger, or on merging. Therefore, we will investigate in this research job satisfaction and job characteristics from the bank staff that used to work for credit cooperatives. The research subjects of this study are that the employee works in commercial bank, which is integrated from credit cooperatives. Data have been gathered by questionnaire and utilize additionally the software “Statistical Package for the Social Sciences, SPSS 9.0” and Excel 2000 as well to process statistical analysis, reliability and one-way ANOVA. The conclusions of this research are the following: 1. The characteristics of most original credit cooperatives staff are young, unmarried, and the female worker are more than male. A majority of female are about the low-middle position; but the male take higher percentage in the middle-high Class. A basic level staff, educational degrees is vocational school and senior school, may not overcome the demand of competitive market and the various client. 2. The analysis of each research variable demonstrates that the Job Satisfaction of original credit cooperatives member approach 70% but it can be better in the sphere of promotion and salary treatment institution. 3. The gender, aging, marriage, education, seniority, position of formal credit cooperatives will affect the Job Satisfaction. 4. The characteristic affects positively the Job Satisfaction; feedback and autonomy are relevant to Job Satisfaction; skill variety is irreverent. According to the above-mentioned paragraph outcome, the investigation recommends the management hierarchy to: (1) Promotion and Salary institution might be elasticity. (2) Take stress on the life promotion of employees. (3) The method to recruit freshmen can be multiple. (4) To provide omnibus service. (5) To enforce professional knowledge of staffs.
Appears in Collections:	[Department of International and China Studies, The M.A. Program of Asia-Pacific Studies and Public Policy Studies] Disserations and Theses(M.A. Program in Asia-Pacific Studies)

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