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姓名 林建君(Chien-Chun Lin) 查詢紙本館藏 畢業系所 資訊管理學系在職專班 論文名稱 資訊服務委外對資訊部門及人員之衝擊-某大型外商公司之個案研究
(IS outsourcing impact research of IT organization and staff - A multinational company case study)相關論文 檔案 [Endnote RIS 格式]
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至系統瀏覽論文 ( 永不開放)
摘要(中) 本研究嘗試著從資訊部門在組織中的演進歷程去找出資訊服務委外的原因、演進、策略及影響這中間的脈絡,委外導致的組織變革與員工生涯規劃的交互影響。這其中我們引用雙因子理論的保健與激勵因子來觀察在職與離職員工對組織承諾與離職傾向的異同。
從研究結果中我們發現,如果企業對資訊人員未來組織的發展前景並未配合提出相對應的長遠規劃,乃為導致資訊人員不知往哪裡走的最大困擾來源。企業應該加強組織發展方向之教育與溝通以減少組織變革對員工的影響。為了因應此種變化,資訊部門與企業領導人應該設法激勵員工與組織共同成長。
本研究有幾點建議供參考。第一、資訊部門因應許多業務委外,人事大幅精簡之後,當有大型專案進行,除了日常業務之外,外加的負荷往往導致工作過於龐雜。組織在安排規劃人力配置時應該保留適當彈性與備援,不可以只考慮一般時機而忽略企業經常發生的資訊相關專案。第二、發展資訊從業人員的核心競爭力,提高激勵因子的影響,加強員工組織承諾。第三、妥善運用委外的資源,公司的IT部門應該扮演企業發展的規畫者,以高穩定性、安全防護、高可用度的彈性架構充分支援企業成長需求。摘要(英) This research is intended to seek for business purpose and strategy of IT service outsourcing from the IT organization restructuring evolution process. Since IT outsourcing will cause organization change as well as career management impact to the employees. In this research, we’ve utilized the “Two-Factor Theory” to observe the commitment to the organization as well as the intention of resignation of resigned employees.
We’ve realized from our research that the main concern to the IT staffs caused by the IT service outsourcing is that the organization does not provide a long-term planning and vision to the IT organization development in the future. Hence, business should enhance the communication to the employees regarding organization development strategy in order to lower the impact to the employees due to organization changes. The leadership should encourage employees to self develop in order to grow with the corporation.
We’ve made the following recommendations for reference:
1. Since the IT staff headcount may be decreased significantly after outsourcing IT services, business should still keep manpower flexibility within organization in order to meet possible project needs in the future.
2. Develop the core business/IT competency for each member in the organization so that employees’ commitment can be enhanced.
3. Well utilize the resources from the outsourced partners in the ways of high stability, high feasibility, and high flexibility so that their service providing can meet the needs of business growth as well as information security.關鍵字(中) ★ 資訊服務委外
★ 組織變革
★ 雙因子理論
★ 組織承諾
★ 離職傾向關鍵字(英) ★ Organization transformation
★ Leave inclination
★ Organization commitment
★ IS outsourcing
★ Two-factory theory論文目次 第1章 緒論 1
1.1 研究動機與背景 1
1.2 研究目的 2
1.3 研究問題 3
1.4 研究流程 4
1.5 論文架構 5
第2章 文獻探討 6
2.1 資訊部門發展沿革 6
2.2 資訊服務委外 10
2.3 組織發展與員工生涯規劃 16
2.4 雙因子理論(Two-factor Theoy) 18
2.5 組織承諾 20
2.6 組織變革 21
第3章 研究方法與資料分析 24
3.1 研究架構 24
3.2 資訊委外對員工的影響 24
3.3 研究方法 24
3.4 研究調查對象 28
第4章 研究過程與結果 29
4.1 個案公司描述 29
4.2 問卷結果分析 35
4.3 訪談資料分析與討論39
第5章 結論與建議 49
5.1 研究結論 49
5.2 研究建議 50
5.3 後續研究建議 52
5.4 研究限制 52
參 考 文 獻 54
附錄一 57
附錄二 58參考文獻 中文資料
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(2) Kinnane A.,民91,杜邦200年:發源于白蘭地河的科學奇跡中文版,台北:知識線出版社。
(3) 辛秋菊,民82,生涯發展、離職傾向及其關係之研究─以製造業及服務業為研究對象,淡江大學管科所未出版之碩士論文。
(4) 林宜怡,民90,組織生涯發展之程度對工作態度影響之探討,中央大學人力資源管理研究所碩士論文。
(5) 吳琮璠,民86,資訊管理個案研究方法,資訊管理學報資訊管理實證研究方法研討會特刊,第四卷,第一期,pp: 56-59。
(6) 吳琮璠、謝清佳,民89,資訊管理—理論與實務,台北:智勝出版社,4版。
(7) 鄭佳,民95-03-23,如何看待IT外包?世界商業評論,http://cio.icxo.com/htmlnews/2004/09/23/ 374977.htm。
(8) 游源能,民80,生涯發展方案對促進生涯前期人員生涯成熟度及工作滿足之效果研究,淡江大學管科所未出版之碩士論文。
(9) 楊子毅譯,民94 11月號,IT求生之道,台北:CIO企業經理人,pp:32-39。
英文資料
(1) Due, R.T., The Real Costs of Outsourcing, Information Systems Management (9:1), Winter 1992, pp:77-78.
(2) Ferguson, G. H. and Ferguson, W. F., Distinguishing Voluntary from Involuntary Nurse Turnover, Nursing Management, 17(12), 1986, pp: 43-44,
(3) Gilley, K. M. and Rasheed, A., Making more by doing less: An analysis of outsourcing and its effects on firm performance, Journal of Management, 2000.
(4) Goo, J.、Kishore, R. and Rao, H. R.,A Content Analytic Longitudinal Study of The Driver for Information technology and systems outsourcing, Association for Information Systems, Dec. 2000.
(5) Gordon, K.A., Outsourcing information technology, Fortnightly (132:2), Jan 15, 1994, pp 22-27.
(6) Grover, V. and Teng, J.T.C., The decision to outsource information systems functions, Journal of Systems Management (44:11), Nov. 1993, pp:30-34,.
(7) Jessup L. M. and Valacich J. S., Information Systems Foundations, 2000.
(8) Klopack, T. G.,Strategic outsourcing: Balancing the risks and the benefits, Strategic focus, 2000, pp: 157-163.
(9) Labbs, J., The dark side of outsourcing, Workforce., 1998, pp:42-48.
(10) Lacity, M. and Hirschheim, R., Information Systems Outsourcing Myths, Metaphors, and Realities, John Wiley & Sons Ltd., 1993.
(11) Lee, J.N.、Kwok, R. C.、Pi, S. M. and Huynh M. Q., The Evolution of Outsourcing Research: What is the Next Issue?, Proceedings of the 33rd Hawaii International Conference on System Sciences, 2000.
(12) Lee J.N.、Kwok, R. C. and Pi, S. M., IT Outsourcing Evolution Past, Present and Future, Communications of the ACM (46:05), May 2003.
(13) March, J.G. and Simon, H.A., Organization, New York: Willey, 1958
(14) Mobley, W. H., Intermediate linkages in the Relationship Between Job Satisfaction and Employee Turnover, Journal of Psychology, 62, 1977, pp: 237-240.
(15) Nam, K.、Rajagopalan, S.、Rao, H.R. and Chaudhury, A., A two-level investigation of information systems outsourcing, Communications of the ACM (39:7), Jul. 1996, pp: 32-36.
(16) Porter, L. W., Steers, R.M., Mowday, R. T. & Boulian, P. V., Organizational Commitment, Job Satisfaction and Turnover among Psychiatric Technicians, Journal of Applied Psychology, Vol.59. No.5, 1974, pp.603-609.
(17) Prahalad, K. and Hamel, G.,The Core Completency of the Corporation, Harvard Business Review, May-June 1990, pp: 45-46.
(18) Yin, R. K., Case study research : design and methods 2nd ed., London: Sage Publications,1989
(19) Yin R. K., Case Study Research: Design and Method, 2nd ed., London: Sage, 1994.
(20) Vroom, V. H., Work and Motivation, N.Y.:John Wiley & Sons, Inc., 1964指導教授 周惠文(Huey-Wen Chou) 審核日期 2006-7-24 推文 plurk
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