員工組織變革認知對變革態度之影響-以中央體育行政組織為例

Abstract

本研究旨在探討中央體育行政組織員工在組織變革認知與變革態度的差異情形，及其組織變革認知對變革態度影響的預測力。本研究以2012年3月任職於中央體育行政組織，且服務年資達6個月以上的正式編制員工共計136人為研究對象，於2012年3月3日至3月20日，透過問卷調查法得有效樣本126份，並以描述性統計分析、獨立樣本 t 檢定、單因子變異數分析、多元線性迴歸分析等進行統計分析，研究結果如下： 一、中央體育行政組織以女性、41-50歲之間、服務年資11-15年、碩士學歷、非主管之薦任人員、業務單位的員工居多，顯示中央體育行政組織員工的年齡層偏高，且以機關成立時即進入機關服務的中階非主管人員為主體。 二、中央體育行政組織員工對組織變革認知及變革態度均趨近於「無意見」，顯示中央體育行政組織員工對組織變革認知的程度為中等，且對組織變革抱持觀望的態度。 三、中央體育行政組織員工的性別及教育程度會影響其組織變革認知的程度。 四、中央體育行政組織員工的教育程度會影響其對組織變革的態度。 五、中央體育行政組織員工組織變革認知對其變革態度具有顯著的預測力。 基於上述結論，建議行政院組織改造主管機關及中央體育行政組織在進行變革的過程中，應提供多元宣導管道，建立機關與員工之間的溝通機制，以凝聚員工變革共識，並透過強化專業能力或專長轉換訓練，協助員工適應變革，提升支持變革之意願。The purpose of this study was to investigate the difference of employees’ organizational change cognition and attitude in Central Sports Administrative Organization, and the prediction of organizational change cognition on attitude. The subject of this study were 126 personnel establishment employees who worked for Central Sports Administrative Organization in March, 2012, and the service senior worked over 6 months. Through questionnaire survey conducted from March 3 to March 20 in 2012. The data were analyzed by descriptive statistics, independent t–test, one-way ANOVA, and multiple linear regression analysis. The results were as follows: 1.The most of employees in Central Sports Administrative Organization were female, 41-50 years old, 11-15 years service senior, master degree, non-manager associate staff, and work in business department. 2.The score of employees’ organizational change cognition and attitude in Central Sports Administrative Organization were “normal”. 3.The gender and educational level would affect the score of employees’ organizational change cognition in Central Sports Administrative Organization. 4.The educational level would affect employees’ organizational change attitude in Central Sports Administrative Organization. 5.Employees’ organizational change cognition in Central Sports Administrative Organization had prediction on their attitude. According to the research results, this study suggests the main government reform organization of the Executive Yuan and Central Sports Administrative Organization should provide the multi-schemes for advertisement and establish communication paths between the organization and employees, to gather employees’ organizational change cognition. Through strengthening professional ability or the specialty transformation training, assist employees to adapt organizational change and promote the support of organizational change attitude.