| Summary: | 碩士 === 樹德科技大學 === 經營管理研究所 === 95 === Abstract
Many international enterprises are facing unprecedented changes in today’s volatile environment along with the globalization of competitions. Examples of organizational reforms, such as restructuring, mergers and acquisitions, downsizing, and business process reengineering, are occurring constantly, making organizational changes an inevitable trend for enterprises. The biggest challenge faced by the military today, like these enterprises, is to adapt itself to endless changes.
This thesis is focused on questionnaire analysis of recognition toward changes, organizational commitment, attitude toward changes, and the influences these changes bring to members of Maintenance and Supply Group of Air Force Academy during the organizational reform. Of the 300 questionnaires issued, 252 were validly returned, with an 84% overall response rate. Applying the SPSS program for Windows as a tool for analysis, this study also relies on methods for analysis such as descriptive statistics analysis, factor analysis, reliability analysis, T-test, one-way ANOVA, and product-moment correlation analysis.
This study presents the following major findings: with three of the six hypotheses supported, there are positive correlations between characteristics of different members and the effects of recognition toward changes, organizational commitment, and attitude toward changes. Three other hypotheses partially supported are all related to demographic variables. The analysis of the test shows:
1. During an organizational reform, members are supportive for such a reform if the benefits of the changes, the efficiency of communication, and the rights and interests are guaranteed. If not, members will be dubious about the reform. Therefore, an important consideration a decision maker needs to take into is to ensure members’ positive and optimistic attitudes towards changes since these attitudes, in return, will be favorable for the proceeding of the organizational reform.
2. During an organizational reform, we hope to ensure high organizational commitment of excellent members and to make them continue their services within the organization. Otherwise, shortage of human resources and discontinuity of knowledge and skills will inevitably occur as a result of brain drain due to the organizational reform. For this reason, a decision maker also needs to take account of members’ reactions to organizational changes.
Key words: Organizational change, recognition toward changes, organizational commitment, attitude toward changes
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