| 摘要: | 本研究主要探討企業併購前後，雇主品牌與員工留任意願之關係，以及侍僕領導在兩者之間是否有中介效果。企業併購前後，可能在其組織與領導作為產生變化，而影響員工的留任意願。留任意願是員工經過審慎思考後留在組織的意願(Tett & Meyer, 1993)。就組織而言，本研究專注在雇主品牌(employer brand)，將雇用關係所提供的功能性、經濟性、及心理性利益包裝，而與雇用企業產生認同(Ambler & Barrow, 1996)，是企業做為雇主的特色。根據Edwards與Edwards (2013)，雇主品牌向度包含：企業形象強度、企業社會責任、組織聲望，及獨特工作經驗等四個子構面進行探討。就領導作為而言，本研究專注在侍僕領導(servant leadership)，指的是領導者將他人的需求與願望優先於自己的需求，相信透過服務可持續領導、協助跟隨者的發展與成長，進而鼓舞他們為他人服務(Greenleaf, 1977)。透過Web of Science於2018年12月31日以employer brand與merger為關鍵字搜尋，僅有一篇，為Edwards與Edwards (2013)所著。若以servant leadership與merger為關鍵字搜尋，亦僅有一篇，為de Sousa與van Dierendonck (2014)所著。由此可知，針對雇主品牌或侍僕領導於企業併購前後之學術研究甚為稀少，為本研究最主要之研究動機與預期之貢獻。研究參與者為台灣某一上市科技公司之員工，預計針對中高層員工發出300份問卷。 ;This study explores the relationship between employer brand and employees' retention intention before and after merger and acquisition (M&A), and the possible mediation effect of servant leadership. During M&A, the organizational practice and leadership style may change, and consequently influencing an employee’s retention intention, which refers to an employee’s attitude to remain working with the organization after carefully reviewed all possibilities (Tett & Meyer, 1993). With regards to organizational practice, the focus of this paper is on employer brand, “the package of functional, economic and psychological benefits provided by employment" proposed by Ambler and Barrow (1996). According to Edwards and Edwards (2013), employer brand includes four aspects: organization’s corporate identity strength, corporate CSR identity claims, organizational prestige, and unique employment experience elements. Servant leadership refers to a leadership style where the leader who gives priority to needs and aspirations of his followers over self-interest, and instead focusing on opportunities to serve others, helps followers to grow and develop, and inspires followers to serve others (Greenleaf, 1977). A Web of Science search conducted on December 31, 2018 using keywords of employer brand and merger, or keywords of servant leadership and merger, showed only one result, respectively. Thus, it is the primary motive and contribution of the proposed research. Participants will be recruited from employees of a technology company in Taiwan, with about 300 questionnaires planned to be distributed to middle and upper level employees. |
