組織精簡認知對留任員工工作壓力與組織承諾之影響-以台灣高科技業為例; Cognitive organizations to streamline the work pressure on remaining staff and the impact of organizational commitment - to the Taiwan high-tech industry as an example

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Title:	組織精簡認知對留任員工工作壓力與組織承諾之影響-以台灣高科技業為例;Cognitive organizations to streamline the work pressure on remaining staff and the impact of organizational commitment - to the Taiwan high-tech industry as an example
Authors:	林佳蓉;Chia-Jung Lin
Contributors:	人力資源管理研究所
Keywords:	工作壓力;組織承諾;組織精簡認知;Organization commitment;Organization Downsizing
Date:	2009-06-15
Issue Date:	2009-09-22 14:11:02 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	美國金融風暴襲擊全球景氣，造成市場蕭條、消費緊縮及生產滯銷的情況，導致企業無法創造收入，所以如何節流成了企業生存的必要課題，因此，與人力相關的各項節流措施，紛紛出籠，無薪假、裁員、減薪等方法是最能立竿見影的手段，但不是所有的組織在執行組織精簡策略後都能達到預期的效果，因為組織精簡後的留任人員是公司未來經營績效的貢獻者，當組織進行人力精簡時，如果未能設立完善的精簡機制，可能會造成留任者心理依附喪失，對組織不再忠誠，於是產生工作不安全感、投機心態或無心於工作，甚至會發生怠工、罷工或缺席率等現象。因此，本研究將針對組織精簡後留任員工對精簡方案認知程度，與其工作壓力及組織承諾之關係進行探討。本研究選定實施組織精簡的台灣高科技業之留任人員做為此次研究對象，運用敘述統計及迴歸分析等統計方法，驗證組織精簡後留任員工對精簡方案認知程度，與其工作壓力及組織承諾之之影響。本研究之發現如下：一、組織精簡認知與組織承諾呈現顯著正向影響。根據本研究結果在整體環境的不景氣及許多企業紛紛也運用裁員進行人力精簡的手段時，則企業需考量的最重要因素為程序公平性，當程序公平性認知愈高時，則情感性承諾與規範性承諾愈高；其次為分配公平性，當留任人員對分配公平性認知愈高時，則情感性承諾與規範性承諾會帶來正向影響。二、分配公平性認知能有效預測留任者之工作壓力，當留任者對精簡分配公平性認知愈高時，則工作壓力愈低。三、工作壓力可有效解釋情感性承諾與規範性承諾，當工作壓力愈低時，情感性承諾與規範性承諾愈高。四、以組織精簡認知來預測組織承諾時，當加入工作壓力為中介變項後，則可發現在討論組織精簡認知對組織承諾的影響時，發現可透過工作壓力來預測分配公平性認知對組織承諾的影響。因此本研究提出以下建議：一、組織精簡計畫的公開：當組織在決定以裁員作為進行組織精簡的方式後，應公開進行說明，讓員工可以提早做好心理建設，而且經由組織全面公開的解說，不僅可避免不公平感的產生，而且能抑制組織內不實的謠言。二、組織實行精簡的公平性：組織善待離職者，可以降低生存者症候群影響的程度，也可以降低組織精簡對於目標認同與向心力的衝擊。三、心理諮商及轉業輔導：被裁員工在頓失生活重心之下，內心承受極大的壓力，可能喪失自信心；留任者也可能因留下來而萌生罪惡感，或因未來的不確定性而煩躁不安。因此，企業在其能力範疇內，應盡可能提供心理諮商服務，讓員工抒發情緒。 Global financial turmoil hit the United States economy, creating a market economy, consumption and production of tight situations of poor sales, leading enterprises are unable to generate income. Accounting to that how to reduce expenses has become a necessary business survival issues. As a result, the manpower-related cost saving measures have been introduced, no-pay leave, layoffs, wage cuts and other methods is the most immediate means, but not all organizations in the implementation of the strategy to streamline the organization to achieve the desired results. In this study, the selected organizations to streamline the implementation of Taiwan's high-tech industry remain in office as the research staff, the use of descriptive statistics and statistical methods such as regression analysis, after the verification organization to streamline the remaining staff awareness of the need to streamline the program, rather than work stress and organizational commitment the impact of. In this study, the findings are as follows: 1. Organization of cognitive and organizational commitment to streamline the significant positive effects. 2. The distribution equity of cognition are significant predictors of work stress in office. 3. Work pressure can effectively explain the affective commitment and normative commitment. 4. To streamline the organization of cognitive organizational commitment to predict, when the pressure to join as an intermediary after the variables can be found that work stress can be to predict the distribution equity in the organization of cognitive effects of the undertaking. As the results of the research, this study makes the following recommendations: Organizations plan to streamline the public、organizations to streamline the fairness、psychological counseling and job counseling.
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