Correlation Among Recognition of Organizational Change, Organizational Commitment, and Organizational Citizenship Behavior—A Case Study of One Command Post of Navy Logistical Organization

• Main Authors: Hsin-Chun Ma, 馬興駿
• Other Authors: Pao-An Lin
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/01842121369033853775

碩士 === 義守大學 === 管理研究所碩士班 === 94 === Abstract In order to fully make good use of national defense resources and better cope with the transformation of the current overall political and economic conditions, our army has been implementing “Simplification Plans” since 1997 as an attempt to eliminate unnecessary departments and personnel to better employ limited national defense budget, advance equipment’s functions of defense weapons, upgrade personnel’s quality, and excel in maximum defense ability. This research aims to investigate the impact and correlations among recognition of organizational change, organizational commitment, and organizational citizenship behavior in many years of the simplification process among the personnel of Navy Logistical Organization. The study is conducted with questionnaire. The valid 210 questionnaires are analyzed with quantitative statistical methods, such as variable analysis, T-test, one-way ANOVA, Pearson Product-moment correlation, and Regression analysis, etc. The conclusion is listed as follows: I. There is a partial difference between staff’s different individual variables and recognition of organizational change, organizational commitment, and organizational citizenship behavior. II. There is a strong correlation between staff’s recognition of organizational change and organizational commitment. III. There is a partial correlation between staff’s recognition of organizational change and organizational citizenship behavior. IV. There is a strong correlation between staff’s organizational commitment and organizational citizenship behavior. V. There is some impact among staff’s recognition of organizational change, organizational commitment, and organizational citizenship behavior. The aforementioned findings conclude that organization should strengthen staff’s recognition of organizational change, upgrade their organizational commitment, and inspire their organizational citizenship behavior in order to enhance organizational competition ability and maintain continual management. Furthermore, the result suggests future researchers expand research subjects and research variables to conduct vertical comparison analysis and in-depth interviews. Accordingly, the research result will be more concise and meaningful.