标题: | 公营事业民营化对员工工作不安全感之相关研究-以中华电信公司国际分公司为例 Study on Job Insecurity of Government Employee for the Privatization of Government Enterprise - Case of International Business Group of Chunghwa Telecom |
作者: | 蔡怡昌 Yi-Chang Tsai 李经远 Ching-Yuan Li 经营管理研究所 |
关键字: | 工作不安全感;工作满意;离职倾向;角色冲突;角色不明确;组织承诺;Job Insecurity;Job Satisfaction;Turnover;Role Conflict;Role Ambiguity;Organizational Commitment |
公开日期: | 1998 |
摘要: | 许多研究显示公营事业绩效不佳、效率低落,因此世界各国纷纷展开公营事业民营化,而在我国公营事业民营化则已是一个既定的目标。由许多已民营化的公营事业,在民营化一段时间后,员工数目大幅减少,而营业额或生产量却增加,因此对于即将民营化的公营事业,具公务人员资格之员工,未来工作是否持续存在所引致的工作不安全感,是本研究的主要议题。 本研究以角色冲突、角色不明确、工作不安全感、工作满意、组织承诺、离职倾向、个人特性,作为研究的变数,采用问卷调查法作研究。研究结果发现:一、 在公营事业机构服务的公务人员,知觉的角色冲突程度越高,知觉的工作不安全感的程度也越大。二、 在公营事业机构服务的公务人员,知觉的工作不安全感的程度越高,对组织承诺的程度也越低。三、 在公营事业机构服务的公务人员,知觉的工作不安全感的程度越高,工作满意的程度越低。 在个人特征方面:女性的工作不安全感高于男性,工作满意较低,离职倾向较高。非主管之员工的工作不安全感的感觉高于中层主管,低层主管的工作不安全感的感觉高于中层主管,非主管之员工的工作满意低于中层主管。高中以下的员工的组织承诺高于大学以上员工,专科学历的员工的组织承诺高于大学学历的员工。高中以下的员工在工作满意上高于大学学历的员工。35岁以下员工组织承诺低于46-55岁的员工,35岁以下员工组织承诺低于56岁以上员工较大。35岁以下员工知觉的工作不安全感高于56岁以上员工,36-45岁员工的工作不安全感高于56岁以上员工。46-55岁的员工的工作满意高于35岁以下员工,46-55岁的员工的工作满意高于36-45岁员工。 This thesis research the reaction of government employee during the government enterprise is going to privatization. This research paper examines the relationship of role conflict, role ambiguity, job insecurity , job satisfaction, organizational commitment and employee turnover . It was hypothesized in this study that: (1) The greater the perceived role ambiguity, the greater the perceived job insecurity. (2) The greater the perceived role conflict, the greater the perceived job insecurity. (3) The greater the perceived job insecurity, the greater the intention to quit. (4) The greater the perceived job insecurity, the lower the organizational commitment. (5) The greater the perceived job insecurity, the lower the job satisfaction. Two hundreds and four government employees from International Business Group of Chunghwa Telecom participated in the study by filling out questionnaires. The results of this study support the second, fourth and fifth hypothesis. Reject to the first and third hypothesis. Female Job insecurity and intention to quit was higher than male. Female job satisfaction was lower than male. |
URI: | http://140.113.39.130/cdrfb3/record/nctu/#NT870457093 http://hdl.handle.net/11536/64666 |
显示于类别: | Thesis |