Effects of Employees’ Recognition on Attitude toward Changes in Privatization Process－A Case Study of AIDC

• Main Authors: WENG CHIH CHANG, 翁志昌
• Other Authors: Huang Kai-I
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/62363580929674231163

碩士 === 大葉大學 === 工業工程學系碩士班 === 92 === This study adopts the case analysis method and is an empirical study followed by the implementation. The employees in Aero Industrial Development Corporation (AIDC) are chosen as the subjects, for the company has been under the discussion for its privatization, to explore the correlation between personal achievement motive, job characteristic and organizational climate and the employees’ attitude toward the change. This study adopted a multi-dimensional research framework that contains related predictors from individual level, working level and organizational level. The predictors include individual achievement motive, job characteristic and organizational climate. In addition, the recognition toward changes of privatization which to be added as intermediater. Through the data collection, processes of dimension selection, questionnaire design, sample selection, investigation, reliability analysis, descriptive statistics analysis, ANOVA, step multi-regression analysis and path analysis to study the predictive model of the employees’ attitude toward the organizational changes in the privatization process, this study presents 5 major findings: 1.There is significant difference between attitude toward changes and recognition toward changes in privatization of employees in different group of sex, level of education, marital status and work seniority. 2.There is a significant positive correlation between the monitor model in terms of “transfer and promotion” and the attitude toward the change. 3.Employees’ privilege and benefits, being affected by “Recognition towards the change” are significant intermediates. 4.Organizational climate, being affected by “Recognition towards the change” are significant intermediates. 5.The “employees’ privilege and benefits” of recognition is the best predictor to the employees’ support toward the change.