Comparison and Effects of Business Formations, Privatization Types and Transition Progress on Organizational Commitment of Government-Owned Business Employees

• Main Authors: Liu Wan Rou, 劉婉柔
• Other Authors: Huang Kai-i
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/29824236999808323710

碩士 === 大葉大學 === 工業工程與科技管理學系 === 94 === This research is to probe into the effects of employees’ achievement motivation, job characteristics, and organizational climate on organization commitment in privatization process of state-owned enterprises. This study adopts a multi-dimensional research framework which contains explanatory variables related to personal characteristics,business formations, privatization types and transition progress, achievement motivation, job characteristics, and organizational climate toward the attitude of organizational change and recognition to be added as intervening variable. Through the process of dimension selection, questionnaires design, subject selection and investigation. Using data collected from the research method of questionnaire, information was analyzed through SPSS. The result of this research hopes to give the readers to have a clear view of the theories that is being approved by real practices and this study will be examined its theoretical and practical implications in application value.And the result of this research indicates the following findings: 1. There is a significant difference in continuance commitment for those staff of different groups of work experience and age. 2. There is a significant difference in value commitment of different age, education degree and work experience. 3. There is a significant difference in effort commitment of different privatization environments, age, work experience and work position. 4. There is a significant positive correlation between the organizational climate and organization commitment. 5. There is a considerably total effect toward response variables through organizational climate. 6. Recognition towards changes had intermediates influence between organizational climate and organization commitment.