員工對無薪假認知、自我認同與組織認同關係之研究-以C科技公司為例

Abstract

企業自身會隨著景氣循環的起伏，本身經營的狀況，而調整公司內部用人策略。然在2008年經濟嚴重不景氣下，企業紛紛倒閉，以致企業員工失業，進而影響社會安定。政府為協助企業渡過難關，於是有條件地開放企業實施無薪假，讓企業得以繼續經營。 本研究主要目的為： 一、 瞭解員工背景與無薪假認知之關係。 二、 瞭解員工對無薪假認知與自我認同的關係。 三、 瞭解員工對無薪假認知與組織認同的關係。 研究過程除透過文獻分析，建構相關理論基礎和架構外，並藉專家審查確認之調查問卷「員工對無薪假之認知、員工自我認同及組織認同關係之研究問卷」，來進行問卷調查法以蒐集資料。本研究採紙本問卷調查普查方式，針對C個案公司在2008年11月1日前到職，從事生產工作的直接人員，且曾經休過無薪假之員工為研究對象。 本研究問卷於2011年3月9日共發放585份，並於2011年3月15日回收550份問卷，回收率為94%；有效問卷為543份，回收有效率為98.7%。針對研究問卷調查所得資料，以t考驗及變異數分析等統計方法進行分析歸納與整理。 本研究結論簡述如下：

一、 多數員工認定無薪假內容由組織所制定。 二、 員工個人背景變項對無薪假認知無顯著性差異。 三、 員工自我認同呈現對未來產生不確定感。 四、 員工對無薪假認知程度越高其自我認同也越高。 五、 員工對無薪假認知程度越高其組織認同也越高。

Enterprise would adjust their domestic strategy of choosing staffers according to the fluctuation of the economy and the operational situation of itself. However, under the severe economic recession in 2008, many enterprises collapsed which resulted in many unemployment and social unstable issues. The government agrees the enterprise to implement the no-pay leave with conditions in order to let the enterprises to continue their operation in assisting them to pass the difficulties. The purposes of this research are： 1. Get an understanding of the relationship between the employee’s background and the cognition toward no-pay leave. 2. Get an understanding of the relationship between the employees’ self identification and the cognition toward no-pay leave. 3. Get an understanding of the relationship between the employees’ cognition toward no-pay leave and the organizational identification. The questionnaire collecting data methods are as follows: conducting documentary analysis, establishing relative theoretical basis and foundation as well as checking the results of the questionnaire which put emphasis on the “employees’ cognition toward no-pay leave and the relationship between the employees’ self identification and organizational identification.” This research conducts public checkup methods base on the paper version, focusing on the objective whose first day in the C company was before Nov 1st, 2008 and were the direct operators with the experience of having no-pay leaves. This questionnaire was dispatched on Mar 9th, 2011 for 585 copies, and 550 copies were collected on Mar 15th, 2011. The response rate is 94%. Effective questionnaire were 543 copies and the effective response rate is 98.7%. To proceed inducing and coordinating methods for the questionnaire results by means of the statistic methods such as t testing and variance analysis. The brief summaries of this research are as follows： 1. Most of the employees agree that the no-pay leave contents are stipulated by organization. 2. There is no distinctive difference for the employees’ cognition toward no-pay leave according to employees’ different background. 3. For the part of employees’ self identification shows the uncertain feeling toward the future. 4. The higher level of employee’s cognition toward no-pay leave, the higher of their self identification is. 5. The higher level of employee’s cognition toward no-pay leave, the higher of their consensus toward the organizational identification is.