南華大學機構典藏系統:Item 987654321/22558
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    題名: 台灣金控公司之組織變革、組織公平、員工工作壓力與組織承諾關聯之研究
    其他題名: A STUDY ON ORGANIZATIONAL CHANGE,ORGANIZATIONAL JUSTICE, STAFF JOB STRESS, AND ORGANIZATIONAL COMMITMENT FOR FINANCIAL HOLDING COMPANY IN TAIWAN
    作者: 林贊正
    Lin, Chan-cheng
    貢獻者: 管理科學研究所
    褚麗絹
    Li-chuan Chu
    關鍵詞: 組織變革;組織公平;組織承諾;工作壓力
    Organizational Commitment;Organizational Justice;Organizational Change;Job Stress
    日期: 2006
    上傳時間: 2015-08-04 15:44:37 (UTC+8)
    摘要: 　　台灣加入WTO後，加速了金融整合與全球化的風潮，使得國內金融體系出現巨幅改變，其中又以2001年6月主管機關通過「金融控股公司法」後，陸續成立14家金控公司為台灣的金融市場帶來前所未有之變革，對組織成員影響最大。　　　本研究首先經由國內外的文獻回顧，探究金控組織變革之現況，以及組織內部公平性、員工工作壓力與組織承諾的關聯情形，以台灣14家合併之金控企業為實證研究對象，透過問卷調查法、利用T檢定及變異數探討個人屬性與企業屬性於各研究變項所顯現之差異情形，並分析變項之間的相關性與影響性，以進行研究假設之驗證。　　　本研究的主要發現如下：金控人員對於組織變革、組織公平、員工工作壓力及組織承諾的看法均趨向認同。其次，轉型背景屬於家族集團經營者，其員工知覺組織公平情形明顯高於公營民股與專業經理人之金控公司員工；而企業主體屬於保險業經營者，其員工於組織公平之認同度亦明顯高於銀行業及證券業。再者，組織變革、組織公平及組織承諾之間均呈顯著正相關。組織變革、組織公平對員工的組織承諾有極顯著正向影響，組織變革透過組織公平中介變項正向影響員工組織承諾的效果最大；而員工工作壓力則因金控公司對員工的要求總是「績效優先」的情形下，一般金融機構員工均早已將高工作壓力視為常態，故工作壓力對員工組織承諾的高低較無顯著影響。　　　最後，本研究根據研究結果提出建議，作為各金控公司因應「二次金融改革」之規劃及未來研究之參考。
    　　By joining WTO (World Trade Organization), the tendency of financial merger and globalization is accelerated, the domestic financial system in Taiwan appeared tremendous changes, and among the changes the Taiwan authority passed “The Corporate Law for Financial Holding Company” in June 2001 and followed it there were 14 Financial Holding Companies established one after another which brought never seen before financial market reform in Taiwan and which affected organizational members the most.　　　Firstly this study reviews both the foreign and domestic documentation and explores the current situation of organizational change for Financial Holding Companies, the organizational justice, the staff job stress , the organizational commitment and their relationships, and take the merged 14 Financial Holding Companies as the empirical study objects, through the questionnaire survey method, T-test and variant analysis (One-Way ANOVA) to investigate the differences presented on each study items for both the individual category and the enterprise category, and also analyze the relationship and influence between various study items, and from there to proceed to the verification of study hypothesis.　　　The main findings of this study are as followings: The staff views of the Financial Holding Company for the organizational change, organizational justice, staff job stress, and organizational commitment tend to be agreeable. Secondly, for those whose reform background are family groups, their staff’s recognition of the organizational justice is evidently higher than those who work in the public organizations and those staff who are from the Financial Holding Companies which run by career managers; if the main body is an insurance enterprise, the staff’s recognition of the organizational justice is apparently higher than those who work in the business of banking, stocks and bonds. Moreover, it obviously appears a positive relationship between the organizational change、the organizational justice and the organizational commitment. The organizational change and the organizational justice have very prominent influence to the organizational commitment, taking organizational justice as a medium, the organizational change is the most effective one for the positive influence to the staff’s organizational commitment; as to the job stress, because the Financial Holding Company always requests staff to work under the circumstance of “performance takes the priority”, generally staff in the financial organization all deem high job stress as a regular state, therefore the job stress has little influence to the staff for the organizational commitment.　　　Finally, based upon the study result this study suggests the Financial Holding Company to take the result in response to the planning of the “Second-stage Financial Reform” and for the future references of study.
    顯示於類別:[企業管理學系(管理科學碩/博士班,非營利事業管理碩士班)] 博碩士論文-管理科學碩博士班

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