The Cognition of Employee’s Rights Over Organizational Change ─An Empirical Study On An Artillery Manufacture Plant

• Main Authors: Wang,Ching-Kuo, 王慶國
• Other Authors: 盧建中
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/94548017197405282478

碩士 === 國防管理學院 === 後勤管理研究所 === 92 === 　　Taiwan’s Legislative Yuan has passed National Defense Act and amendment of Organization Act of the Ministry of National Defense (MND) during its 2nd meeting by the end of the year 2000. It does not only symbolize the beginning of the military affair revolution, but also reveal a trend of organizational change on all the military owned factories. This research has collected the related information of national defense policy with regard to the logistic structures of military organizations. According to the classification, the future organizational structure for 202th factory in the national defense industry may belong one of the following types: 1). maintain its structure and operation system and merge other units with the same attributes from different services, 2). run as “government owned company operated”, 3). run as privatization, 4). merge other units with the same attributes from different services and run as “government owned company operated”, and 5). merge other units with the same attributes from different services and run as privatization. No matter what type of organizational change of 202th factory runs in the future, issues such as protection of rights and compensation for employees will play important roles under organizational change. By conducting a survey among the employees of 202th factory, this research focused on exploring the following information: 1). choice of the future type of organizational change. 2). cognition toward the future organizational change policy. 3). information acquisition and communication regarding organizational change, and 4). cognition toward the protection of employees’ rights. All the findings in this research will be provided as important references for decision making of policy makers in the future. The main conclusion of this research is that an employee’s rights are the focal point under organizational change. To alleviate the anxiety of employee and avoid unnecessary conflicts, the MND should understand the thoughts of its employees. Therefore, a careful planning with regard to the policies of employee rights and regulations and a clear communication are required for the MND to achieve a win-win situation under organizational change. In addition, this research also suggested that the government and military should integrate all kinds of resources to help their employees develop multi-skills, promote the level of job skills, and plan career paths. In so doing, human resources in the national defense organizations can be managed effectively, employees’ abilities can be enhanced for engaging in different career paths, and the pressure of workforce reduction can be alleviated.