本研究主要談討後疫情時代下，跨國企業員工在組織認同與工作敬業度是否產生變化，並且員工不同生長背景、教育程度、工作環境等是否會導致組織認同與工作敬業度產生差異。研究調查對象分為台籍員工與陸籍員工，台、陸籍總計回收365份問卷、有效問卷330份。研究結果顯示台籍與陸籍員工其組織認同與工作敬業度均具有正向影響；兩岸員工在職年資五年以上與五年以下之組織認同與工作敬業度有差異；兩岸員工40歲以上與40歲以下之組織認同與工作敬業度有差異；兩岸員工主管職與非主管職之組織認同與工作敬業度有差異。本研究根據上述調查結果進行討論，建議企業在後疫情時代下應著重於員工對組織信任的培養，隨著這兩年工作型態的改變，應給予更加彈性的工作模式且更加主動與員工了解對於工作期望、職涯發展的想法，以因應大離職潮時代的來臨。;This study primarily discusses the changes in organizational identification and work engagement among employees of multinational corporations in the post-pandemicera. It investigates whether different backgrounds, educational levels, and work environments of employees lead to variations in organizational identification and work engagement. The survey participants included employees from Taiwan and China, with a total of 365 questionnaires collected and 330 deemed valid. The results indicate that both Taiwanese and Mainland Chinese employees show a positive impact on organizational identification and work engagement. There are differences in organizational identification and work engagement between employees with more than five years of tenure and those with less, among both Taiwanese and Mainland Chinese staff. Additionally, there are differences in these aspects between employees over and under 40 years of age, and between supervisory and non-supervisory roles from both regions. Based on these findings, the study suggests that in the post-pandemic era, corporations should focus on cultivating trust in the organization among employees. With the change in work patterns over the past two years, more flexible work models should be provided, and proactive steps should be taken to understand employees′ expectations for their work and career development. This approach is recommended to address the challenges posed by the emerging era of mass resignations.
