Research for employee attitude in the situation of downsizing—Company A for example

• Main Authors: Shu-Shing Chen, 陳淑錦
• Other Authors: Bih-Shiaw Jaw
• Format: Others
• Language: zh-TW
• Published: 2001
• Online Access: http://ndltd.ncl.edu.tw/handle/59350288118766364337

碩士 === 國立中山大學 === 人力資源管理研究所 === 89 === Research for employee attitude in the situation of downsizing — Company A for example Abstract In the face of the severest and most unstable economic circumstances of many years, downsizing, the development power of retrieving loss prospectively, positively and actively, has got ahead of the tendency, adjusted to the changeable tendency and become the important operating policy which is used by the government or organization to reduce the operating cost, promote the achievement of organization and respond to the global low boom. The largest effect of its derivative benefit is still on the employee. In the situation of downsizing, the leadership should guide the employees’ perception to the changeable circumstances, concept to show the mutual concern of the people in the same boat, to transform the obstruction to be helpful, to develop the spirit of teamwork and adapt to the fearful storm of new century together in order to obtain the advantage. Therefore, this research is to study the attitude response and relation of different employees when they confront the downsizing from the perception to downsizing and organization identification of employees. Due to the limited manpower and time, this research only uses the employees of press medium company A to be the object of research by questionnaire. 273 questionnaires were sent out and 251 valid questionnaires were received. The research adapted descriptive statistics, analysis of reliability, independent t-test, One-Way ANOVA, correlation and regression to describe the characteristics of the sample and the relation between each variable item. The results of research are as follows: 一、The differences of individual variable items are significant on perception of employee rights and interests, loyalty, identification, support of policy, loss of employee rights and interests, the response of individual feelings. 二、Perception of employee rights and interests and perception of organization performance are significantly positive related to support of policy; both perception of employee rights and interests and perception of organization performance have significant negative relation to loss of employee rights and interests; perception of employee rights and interests has significant negative relation to response of individual feelings. 三、Loyalty and identification have significant positive relation to support of policy, and loyalty has significant negative relation to loss of employee rights and interests and response of individual feelings. 四、Perception of employee rights and interests has significant positive relation to loss of employee rights and interests; perception of organization performance has significant positive relation to support of policy; but perception of employee rights and interests has significant negative relation to response of individual feelings. 五、Loyalty and identification have significant positive relation to support of policy; identification has significant positive relation to loss of employee rights and interests; but loyalty and loss of employee rights and interests have significant negative relation to response of individual feelings. According to the foregoing results of research, this research submits the related proposals as follows: 一、For enterprises: Under the basis of mutual trust, guide the perception direction and identification of organization of employee through open information. Value the development of human resources and renew the activity of Organization timely. Approving and praising employees from the heart can sometimes encourage employees and help the development of company more than salary. 二、For employees: The relation between labor and capital is similar to the relation of husband and wife. It needs to be managed attentively by both sides, and then the employee rights and interests can be more assured. Cultivate the rational concept of pursuing new knowledge and enjoying in work and strengthen the ability of self-renewal. 三、For follow-up research workers: Select other same industries or different variable items to compare and research thoroughly. Key words: downsizing, attitude.