員工組織變革不確定感、組織變革壓力、工作滿意與離職意圖關係之個案研究 – 以C公司為例

Abstract

本研究主要在探討員工組織變革不確定感、組織變革壓力、工作滿意與離職意圖的相互關聯性。主要採用調查研究法，以研究者修編之「組織變革不確定感、組織變革壓力、工作滿意與離職意圖問卷」為調查工具，研究母群體為C公司組織成員共991人，採線上及紙本問卷進行便利抽樣，共發出447份問卷，回收後有效問卷369份，使用描述性統計、相關分析以及結構方程式模式進行分析，並輔以訪談法，針對組織成員對本研究中重要的變項及其關係進行質性調查。研究初步發現：一、組織變革會讓組織成員有不確定的感受且增加變革壓力；二、有效的控制組織變革壓力可提升組織成員的工作滿意及減少離職意圖；三、提升工作滿意有助於降低離職意圖；四、本研究之整體模式適配度良好。最後，根據研究結果提出具體建議，供C公司管理階層於變革執行前之準備與未來變革管理研究參考。This study aimed at studying the effects of organizational change uncertainty, stress on job satisfaction, and turnover intention. This study utilized survey research with a “organizational change uncertainty and stress on job satisfaction and turnover intention in employees” questionnaire designed by the author as the survey tool. The target group included a total of 991 employeess of C company. Random sampling was used and 477 questionnaires were distributed, and 369 of them are valid. The data were then analyzed with descriptive statistics, correlation analysis and structural equation modeling, and supplemented by interview method, which conducted a qualitative investigation of the important variables in this research and their relationships with the members of the organization. Major findings were: 1. Organizational change made employees feel uncertain and increase employees’ stress on organizational change. 2. Effective control over organizational change stress can increase employees’ job satisfaction and reduce turnover intention. 3. Increasing job satisfaction helped reduce turnover intention. 4. The model showed a proper model fit. Finally, specific suggestions were proposed according to the research results for management level of C company’s preparation before organizational change execution and reference of future organization change management.