The Study of Employee Involvement-Organizational Authority Value and Employee Effectiveness

• Main Authors: I-CHIN YANG, 楊依晉
• Other Authors: Chien Chih Kuo
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/9sqxs5

碩士 === 中原大學 === 心理學研究所 === 91 === This research investigates the effectiveness of employee involvement to the Chinese enterprises in Taiwan. We focus on five dimensions: the structure, form, issue, degree, and rationale of involvement to study if the Chinese authoritative and hierarchical organizational culture influences the employee involvement. This research bases on the expectancy theory to divide employee involvement into two parts: perception and expectation. We not only discuss if the authoritative culture will influence the perception of employee involvement, but also investigate if the difference of employee involvement be a mediator between authoritative value and employee effectiveness. This data was collected from 490 subjects, sampled from 5 private companies: two foreign-funded and three domestic in northern Taiwan. The questionnaires were designed to collect data based on three scales: authoritative value, employee involvement, and employee effectiveness. The results reveal that the difference of employee involvement has negative impact on the satisfaction of job, the satisfaction of management, the satisfaction of involvement, the attendance of meeting, the commitment of identification, the commitment of job security, and the commitment of responsibility. In other words, the larger the difference between perception and expectation of employee involvement, the lower the employee effectiveness and motivation. On the other hand, the organization with authoritative culture has positive impact to the difference of employee involvement: if the organizational power is more authoritative, the larger the difference of employee involvement will be. If we investigate the impact to employee involvement by authoritative value further, we find the authoritative value influence the perception of employee involvement. However, if we study the impact to employee effectiveness by authoritative value, we find the difference of employee involvement mediates the employee effectiveness. Finally, we discuss how the result of this research on authoritative value and employee involvement can be applied to employment management.