組織變革壓力對變革適應性及組織承諾之影響-以主管與部屬的交換關係為調節變項

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題名:	組織變革壓力對變革適應性及組織承諾之影響-以主管與部屬的交換關係為調節變項
作者:	龍薇安;Lung, Wei-An
貢獻者:	人力資源管理研究所在職專班
關鍵詞:	組織變革;變革壓力;變革適應性;組織承諾;主管信任;Organizational Change;Change Stress;Change Adaptability;Organizational Commitment;Supervisor Trust;LMX
日期:	2025-07-26
上傳時間:	2025-10-17 11:00:19 (UTC+8)
出版者:	國立中央大學
摘要:	隨著科技快速發展與全球化競爭日益激烈，組織為保有競爭力，須持續進行各種形式的變革，包括：併購、重整、擴建、縮編、組織調整、管理模式變更等情形，旨在提升企業競爭力、因應市場快速變化及企業轉型。然而，組織變革往往伴隨著不確定性與挑戰，對組織成員而言，可能引發高度的心理壓力與不安感，當其面對變革所產生的壓力時，適應行為與對組織承諾可能連帶受到影響，若組織未能有效處理其在變革中的壓力與適應問題，不僅降低組織效能，也可能引發人才流失與內部抗拒。本研究實收問卷282份，有效問卷279份，透過AMOS、SPSS Statistics 26統計軟體進行相關統計資料分析，結果顯示： (1) 組織變革壓力對變革適應性無影響。 (2) 組織變革壓力與主管與部屬的交換關係及主管信任無影響。 (3) 主管與部屬的交換關係及主管信任與變革適應性有正向影響。 (4) 變革適應性與組織承諾有正向影響。 (5) 主管與部屬的交換關係及主管信任與組織承諾有正向影響。 (6) 變革適應性中介影響組織變革壓力與組織承諾無影響。 (7) 主管與部屬的交換關係及主管信任會調節變革適應性與組織承諾有正向影響。本研究依據調查結果及分析發現：在組織變革過程中，主管與部屬的交換關係及主管信任良好能有效促進組織成員的變革適應性，此外，當變革產生壓力時，良好的主管與部屬的交換關係及主管信任，組織成員亦能更快速適應變革帶來的挑戰，並進一步強化組織承諾。;With the rapid advancement of technology and the intensifying global competition, organizations must continuously undergo various forms of change—such as mergers and acquisitions, restructuring, expansion, downsizing, organizational adjustments, and shifts in management models—to maintain their competitiveness, respond to fast-changing markets, and achieve corporate transformation. However, organizational change often brings uncertainty and challenges, potentially causing significant psychological stress and anxiety among employees. When employees experience stress from change, their adaptive behaviors and organizational commitment may be affected. If organizations fail to effectively manage such stress and adaptation issues, it may lead to decreased organizational effectiveness, talent loss, and internal resistance. This study collected 282 questionnaires, with 279 valid responses. Statistical analysis was conducted using AMOS and SPSS Statistics 26. The results indicate that: (1) Organizational change stress has no significant effect on change adaptability. (2) Organizational change stress has no significant effect on leader-member exchange (LMX). (3) LMX has a positive effect on change adaptability. (4) Change adaptability has a positive effect on organizational commitment. (5) LMX has a positive effect on organizational commitment. (6) Change adaptability does not mediate the relationship between organizational change stress and organizational commitment. (7) LMX and supervisor trust positively moderate the relationship between change adaptability and organizational commitment. Based on the findings, this study concludes that during the process of organizational change, high-quality leader-member exchange relationships and supervisor trust can effectively enhance employees’ adaptability to change. Moreover, when change-related stress arises, strong leader-member exchange relationships help employees more effectively cope with challenges, thereby reinforcing their commitment to the organization.
顯示於類別:	[人力資源管理研究所碩士在職專班 ] 博碩士論文

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