Please use this identifier to cite or link to this item: http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96595
Title: 個人職涯發展對組織精簡方案選擇之影響 -以C通訊科技公司為例
The Influence of Career Planning on Downsizing Methods– A Case Study of a Highi-tech Company
Authors: 朱益賢
Chu, Yih-Hsien
江欣芸
Ciang, Hsing-Yun
Keywords: 職涯規劃
職涯發展
組織精簡
高科技產業
高科技人才
career plan
career development
downsize
high-tech industry
high-tech manpower
Issue Date: 2011
Abstract: 2008年底美國所爆發的金融海嘯席捲全球,幾乎沒有一個國家能夠從中倖免。更嚴重的是,不但每國家經濟深受重創,而且幾乎每一個國家中的每一個人或多或少都深受到影響。 台灣因受全球金融海嘯影響,間接牽連台灣以出口為導向之高科技產業,故本研究旨在探討2009年間台灣高科技產業為度過經濟低靡時期而採取一連串組織精簡方案,對任職於高科技產業之員工產生莫大衝擊,本研究鎖定2009年任職於高技產業之研發人員在歷經金融海嘯後,以個人職涯發展為出發點讓員工自由選擇組織精簡方案,探討以影響職涯發展因素下對員工選擇組織精簡方案之選擇與優先順序影響。 本研究採量化研究,以個案公司為樣本,共計發放160份問卷,回收有效問卷129份,回收率為80%。測量工具利用「影響職涯發展因素測量」、「組織精簡方案七種方案選擇測量」等量表,透過描述性統計、相關分析及多元廻歸方法歸納出以下四點結論: 一、 影響職涯發展因素為:「個人興趣」、「價值觀念」、「家庭支持」、「工作壓力」、「同儕關係」、「工作回饋」等六個因素。 二、 目前高科技產業之組織精簡方式有下列七種方案:「委外派遣」、「常態性裁員」、「樽節福利措施」、「取消年度晉升與調薪」、「無薪假」、「減薪」、「非常態性裁員」。 三、 影響個人職涯發展因素中的家庭支持、同儕關係兩個構面對員工選擇下列組織精簡方案委外派遣、常態性裁員、樽節福利措施、取消年度晉升與調薪、減薪具顯著影響。 四、 在不考慮影響個人職涯發展因素底下對組織精簡方案選擇方案以「不景氣時,同意公司取消年度全體員工調薪,待景氣回升後追溯補足原年度調薪幅度」之方案,是員工最能接受的方案。
The outbreak of the US financial crisis swept around the world at the end of 2008, and almost no country could escape from it. What is more serious is that the national economy of every country has been hit hard and almost every person in every country was affected by this crisis to some degree. Taiwan's export-oriented high-tech industry was involved in this global financial crisis. This study is to investigate the high-tech industry during 2009. Downsizing in the high-tech industry had a greater impact on employees compared to downsizing in other industries. By allowing employees to freely choose the downsizing methods with reference to their own career plans, we can see which downsizing methods are the most suitable in terms of career development. This study research data was gained through questionnaires. 160 questionnaires were sent out and 129(80%)were completed and then returned. Two types of questionnaires were used as measurement tools. The first type focused on factors affecting career development, and another allowed employees to focused on seven kinds of downsizing. Based on the descriptive statistics, correlation analysis and multiple regression analyses, we have four conclusions which are summarized below: 1. First,we have factors affecting career development:‘personal interest’,‘values’,‘family support’,‘work pressure’,‘peer relations’ and ‘work feedback’. 2. Second,the seven downsizing methods that the high-tech industry likely adopted are ‘outsourcing’,‘normal layoffs’,‘cutting welfare’,‘cancelling annual promotions and raising salary’,‘unpaid leave’,‘cutting salary’,and ‘layoffs’. 3. Third,the strongest factors in career development were,‘family support’,‘peer relations’,‘outsourcing’,‘normal layoffs’,‘cutting welfare’,‘cancelling annual promotions and raising salary,and ‘cutting salary’. 4. Fourth, among the organization’s simplified schemes, regardless of the consideration of the person’s career development factor, choosing the scheme that is the most acceptable among the employees which indicates that‘during the recession, shows consensus to the company to cancel the salary adjustment to all the staffers until the booming of the economy to retrace and supplement the salary adjustment margin of the original annual year’.
URI: http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=%22http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22GN0097712119%22.&%22.id.&
http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96595
Other Identifiers: GN0097712119
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