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企業組織變革與經營績效關聯性之研究

Research on Relationship of Corporate Organization Change and Performance

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[[abstract]]二十一世紀,是一個全球化且變動迅速的時代,機會處處可見,但也稍縱即逝;此時的國內企業,所面臨的挑戰是經濟面、政治面、文化面與社會面等全面性之衝擊;企業所要突破的不僅是如何順利與全球接軌,更是如何厚植己身的量能與內涵,以求在世界版圖上佔得一席之地。企業為求成長以達成永續經營,就必須隨著內在與外在環境之改變,對其組織規模或型態進行變革;藉著持續不斷的組織變革來強化企業的競爭優勢及有效的因應內、外在環境的變動,以求企業的生存並確保其經營績效。 本研究基於上述之看法,透過相關的文獻探討及實證研究結果,以求了解組織變革及其相關要素對於企業經營績效之影響。本研究是以台灣地區不同企業為研究對象,包括的產業有製造業、服務業及政府機關,共計發放400份問卷,其中有效問卷為263份進行統計及分析。根據實證結果,獲致已下幾點結論: (一)組織承諾的「價值承諾及努力承諾傾向」有助於組織變革的順利推行;故組織承諾的「價值承諾及努力承諾傾向」對於組織變革的「積極變革態度及配合變革態度傾向」呈現顯著的影響。 (二)組織承諾的「留職承諾傾向」程度越高,則不利於於組織變革的推行;故組織承諾的「留職承諾傾向」對於組織變革的「消極變革態度傾向」無顯著的影響。 (三)組織承諾的「努力承諾傾向」有助於組織的學習意願及能力的提昇;故組織承諾的「努力承諾傾向」對於組織學習的「自我超越傾向」呈現顯著的影響。 (四)組織承諾的「努力承諾傾向」有助於經營績效的提昇;故組織承諾的「努力承諾傾向」對於經營績效的「行為績效及營運績效傾向」呈現顯著的影響。 (五)企業能提高成員對組織文化之「創新型文化及支持型文化傾向」的認同及學習意願時,則有助於組織變革的順利推行;故組織文化的「創新型文化及支持型文化傾向」對於組織變革的「積極變革態度及配合變革態度傾向」呈現顯著的影響。 (六)企業能致力於組織文化的「支持型文化」的提昇,更有助於組織成員之組織學習意願及能力的提昇;故組織文化的「創新型文化及支持型文化傾向」對於組織學習的「自我超越傾向」呈現顯著的影響。 (七)組織成員對於組織文化的「創新型文化及支持型文化傾向」之認同及學習意願高時,則有助於經營績效的提昇;故組織文化的「創新型文化及支持型文化傾向」對於經營績效的「行為績效」及「營運績效」呈現顯著的影響。 (八)對於組織的變革,若組織成員能持有積極且配合的變革態度,則有助於組織學習能力的提昇及變革的推行;故組織變革的「積極變革態度及配合變革態度傾向」對於組織學習的「自我超越傾向」呈現顯著的影響。 (九)組織成員若有高度的組織學習意願及能力時,則有助於經營績效的提昇;故組織學習的「自我超越及共同願景」對於經營績效中的「行為績效及營運績效」呈現顯著的影響。 除了上述之重點結論,依研究結果亦顯示出,「組織變項因素」及「個人變項因素」亦會對於組織變革成效及經營績效造成顯著之影響;透過組織變革關鍵因素的掌握及人口變項所造成之障礙的克服,期望本研究之結果能提供企業界及後續研究者之參考。 In 21 Century, the Age of Globalization and rapid variation, there are opportunities everywhere but vanished very quickly. Enterprises in Taiwan are facing the challenges form the impacts of the sides of economic, politics, culture and society. In order to have a stand on the world stage, enterprises not only need to make breakthrough on the global connection but also need to upgrade it’s own strength and organization culture. Enterprises have to keep on proceeding the organizational change to meet the inside and outside environment’s changing so that the enterprise’s operational performance could be ensured and the business running can be sustained. Referring the related documents, this study takes different types of enterprise in Taiwan as the object to find out the influence on Organizational Change and relating elements to the Operational Performance of Enterprise. The industry this study studied is including manufacture, service and government industry which 350 questionnaires have been sent out and 263 have been collected as valid questionnaires to be joined the calculation and analyze. This study has approached to following conclusions: 1.“The tendency of Value Commitment and Exertion Commitment” of Organizational commitment helps to carry out the Organizational Change. It shows remarkable influence on “The tendency of Value Commitment and Exertion Commitment” to “The tendency of the Active Change Attitude and Ordinary Change”. 2.More degree on the tendency of Work Commitment, more blocks on the carry out on Organizational Change. It shows no remarkable influence on “the tendency of Work Commitment” of Organizational Commitment to “the tendency of Inactive Change Active” of Organizational Change. 3.The tendency of Exertion Commitment of Organizational Commitment helps to promote the willing and ability on the Organizational Learning. It shows remarkable influence on the tendency of Exertion Commitment to the tendency of Personal Mastery on the Organizational Learning. 4.The tendency of Exertion Commitment helps to promote the Operational Performance. It shows remarkable influence on the tendency of Exertion Commitment to Behavior Performance and Operation Performance. 5.The Organizational Culture tending to the innovation type culture and supporting type culture helps to carry out the Culture Change. It shows remarkable influence on the tendency of innovation type culture and supporting type culture to the tendency of the active change attitude and the ordinary change attitude. 6.The Organizational Culture tending to the supporting type culture helps to promote the organizational member’s willing and ability on the Culture Learning. It shows remarkable influence on the tendency of Innovation type culture and supporting type culture to the tendency of personal mastery. 7.The Organizational Culture tending to the innovation type culture and supporting type culture helps to promote the Operational Performance. It shows remarkable influence on the tendency of innovation type culture and supporting type culture to the behavior performance and operation performance. 8.It helps to carry out the Organizational Change and promote the Organizational Learning if the organization’s member having the active change attitude. It shows remarkable influence on the tendency of active change attitude and ordinary change attitude to the tendency of personal mastery. 9.It helps to promote the operational Performance if organization’s member having high willing and ability on the Organizational Learning. It shows remarkable influence on the personal mastery and shared vision to the Behavior Performance and Operational Performance. In addition to the above conclusions, the study result also shows that the Organization Variable Factors and Personal Variable Factors create remarkable influence to the Efficiency of the Organizational Change and Operational Performance. It is expecting that this study’s result can provide the Enterprises and the follow-up graduate student some reference.

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