| 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 | 羅淑貞 | zh_TW |
| DC.creator | Shu-Chen Lo | en_US |
| dc.date.accessioned | 2003-7-2T07:39:07Z | |
| dc.date.available | 2003-7-2T07:39:07Z | |
| dc.date.issued | 2003 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=90437025 | |
| 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 | 組織精簡被現代企業視為促進組織更新,重建,降低成本費用,提高收益,增加競爭優勢及改進顧客關係的有效工具。在蔚為風潮的趨勢中, 它逐漸讓許多人以健康的心態去面對它。 雖然如此, 為何仍有許多被裁減員工拉起白布條, 奮力抗爭的消息不斷地在媒體報導? 不同的企業在執行這樣的精簡計劃時, 有些管理者被視為劊子手, 有些管理者卻被視為再生父母, 這天攘之別的評價便在於如何妥善處理整個過程。因此, 完善的溝通與週全的規劃一直被視為實施組織精簡時成功的關鍵要素。 再者, 高科技新貴一直被視為天之驕子, 當他們面臨被精簡的事實時, 他們的態度為何? 本研究是以個案研究方式, 針對一家高科技公司在實施組織精簡計劃時, 被精簡的124位白領階級員工進行調查。 總計發出問卷124份, 回收102, 有效問卷102份。 問卷調查目的是想瞭解他們對組織精簡過程實施的滿意度及他們對組織精簡計劃所持有的態度與看法, 並探討這些高自我效能的科技新貴以及在不同離職性質下(自願離職與非自願離職)是否會干擾並強化他們的離職態度。 研究結果發現:
(1) 被精簡員工對組織精簡整體滿意度屬中高程度,對組織精簡的態度反應屬正面接受。
(2) 組織精簡計劃的溝通與規劃對政策支持具正向影響力。
(3) 組織精簡計劃的規劃對員工權益具正向影響力。
(4) 自我效能對個人情緒反應具有正向影響力。 | zh_TW |
| dc.description.abstract | Downsizing is one of the most effective tools to facilitate the success of restructuring and reengineering to improve Corporate’s performance, financial situation, competitiveness as well as customer relationship to strengthen it’s effectiveness. Under the strong wave of normal practice in many Corporate, Downsizing has been treated as a healthy activity nowadays. However, the protest activities are continuously reported by the media very frequently. The key factor of having the fact and different comments as a killer or great benefactor when company implement the downsizing is because of the communicating and planing. In addition, the employees who are working in High-Tech companies in Science Based Industry Park are almost having the same personal traits of high self-confidence with strong self-efficacy. What is the reaction on their attitude when they confront the truth of being lay-off from the company?
The survey focus on 124 employees who were impacted in the Special Separation Plan of downsizing program offered in one of the high-tech company in Science Based Industrial Park. There were 124 questionnaire were extended and 102 valid questionnaire were received.
The purpose of this study is to understand the overall satisfaction feedback from the impacted employees on the communcating and planing on the Special Separation Plan as well as the attitude responded to the downsizing program. In addition, the research also adapted the correlation and regression analysis to verify the relations among each variable factors. Furthermore, the study also investegate whether the factor of Self-efficacy and different turnover Type (Voluntary Turnover/ Involuntary Turnover) have the moderated effect on employee attitude response.
The results of the study are as follow:
1, The overall satisfaction on the communicating and planing as well as the attitude response to downsizing program in company A is quite good.
2, Communicating and Planning have significant positive effect to the attitude of Policy Support.
3. Planning has the significant positive effect to the perception of employee’s rights.
4. Self-efficacy has the significant positive effect to employee’s emotional reaction. | en_US |
| DC.subject | 離職種類 | zh_TW |
| DC.subject | 自我效能 | zh_TW |
| DC.subject | 員工態度 | zh_TW |
| DC.subject | 組織精簡 | zh_TW |
| DC.subject | Turnover type | en_US |
| DC.subject | Self-efficacy | en_US |
| DC.subject | Employee’s Attitude | en_US |
| DC.subject | Downsizing | en_US |
| DC.title | 組織精簡與員工態度探討
- 以A公司人力重整計劃為例。 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The study of “Downsizing” and employee’s attitude- Company A for Example
| en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |