| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 張昭儀 | zh_TW |
| DC.creator | Chao-Yi Chang | en_US |
| dc.date.accessioned | 2020-7-28T07:39:07Z | |
| dc.date.available | 2020-7-28T07:39:07Z | |
| dc.date.issued | 2020 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=107457004 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 在數位轉型的浪潮下，組織面對變革最大的挑戰是要如何克服障礙，帶領所有人朝同一方向前進，因此透過數位變革溝通，提升員工對變革效益的認知，增強員工的工作投入，成為組織在數位轉型變革過程中一重要的課題。本研究將以個案公司為例，來探討組織在數位轉型變革時，所面臨的關鍵議題: (一)組織溝通與變革認知、工作投入三者間的關係、(二) 組織的數位精技能力對組織溝通與變革認知、工作投入之間的關係，是否具有直接與間接的影響。
本研究以個案公司在職員工作為研究的對象，採用問卷調查的方式，共發放607份問卷，回收388份，有效問卷386份，有效回收率為63.59%。本研究之主要結論為:
1.員工的數位轉型變革認知在組織變革溝通與工作投入之間的中介效果為部分成立。其中理念溝通構面的中介效果成立，且為完全中介。而主管溝通構面之中介效果不成立。
2.組織的數位精技能力對組織變革溝通與變革認知之間，具有正向調節效果。
3.組織的數位精技能力對組織變革溝通與工作投入之間，具有正向調節效果。
4.組織的數位精技能力對組織變革溝通透過變革認知而對工作投入產生之影響，具有調節式中介效果。
依據本研究結果，提升組織自身的數位精技能力，將能有效推動組織數位轉型變革。同時，領導變革推動者，要把自己變成溝通專家，當思維改變了，組織的改變才能真正的發生，在一同攜手往共同目標前進時，會轉化為工作投入，更好的面對數位精技帶來的挑戰。 | zh_TW |
| dc.description.abstract | In the digital transformation, the biggest challenge of organizations is how to lead all employees to work toward the desired direction of business transform. Therefore, it becomes an important issue for organizations that enhancing employee′s recognition of the organizational change to the benefits of transformation and enhancing their job involvement. To explore the digital transformation of organization, the company expericening digital transformation is the subject of the study. This study focuses on these points: (1) Organizational Communication and the relationship between organizational change recognition and job involvement, (2) through the the digital mastery capabilities of organization, either the direct or indirect influences in changes of the organization communication and the relationship between the organizational change recognition and job involvement.
This study takes the employees of the case company as the object of study. A total of 607 questionnaires were issued, 388 were received and 386 were valid, with an effective recovery rate of 63.59%. The main conclusions of this study are as follows:
1. The impact of concept communication on job involvement is mediated by employees′ recognition of organizational change. However, supervisor communication is independent of job involvement.
2. The digital mastery capabilities of an organization have a positive adjustment effect on the communication and organizational change recognition.
3. The digital mastery capabilities of an organization have a positive adjustment effect between organizational change communication and job involvement t.
4. The digital mastery capabilities of an organization have a moderating mediating effect on the impact of organizational change communication on Job Involvement through organizational change recognition.
According to the results of this study, improving the digital mastery capabilities of the organization effectively promotes the digital transformation and reform of the organization. At the same time, as a change agent, you need to turn yourself into a communication expert. Only when you change your thinking can the change of the organization really happen. When you work together towards the common goal, you will turn into a job commitment and better face the challenges brought by digital skills. | en_US |
| DC.subject | 組織變革溝通 | zh_TW |
| DC.subject | 員工變革認知 | zh_TW |
| DC.subject | 工作投入 | zh_TW |
| DC.subject | 數位精技能力 | zh_TW |
| DC.subject | 理念溝通 | zh_TW |
| DC.subject | 主管溝通 | zh_TW |
| DC.subject | organizational change communication | en_US |
| DC.subject | organizational change recognition | en_US |
| DC.subject | job involvement | en_US |
| DC.subject | digital mastery capability | en_US |
| DC.title | 組織變革溝通、員工變革認知、工作投入與組織數位精技能力之關聯性研究 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The correlation study among organizational changed communication, organizational changed recognition, job involvement, and digital mastery capability. | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |