The Study of relationship between Organizational Change Recognition And Job Performance-An example of X Air Force Bas

• Main Authors: Wu,Chih-Wei, 吳智偉
• Other Authors: Dr.Tai,Chiu-Yung
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/56815431718776992723

碩士 === 玄奘大學 === 國際企業學系碩士班 === 97 === After MND phase 1 and phase 2 organization change, The ROCAF have changed his existing organization type. How to incorporate the new operation method into the existing air force basic-level logistics organization and integrate the transition target and job during the simplified process have become the biggest challenge for the ROCAF jet fighter transition and organization downsize.After organization downsize, maintenance and supply personnel has become short. This situation is getting worse because of manpower shortage, working pressure increase and promotion difficulty. The maintenance personnel turnover rate has been increasing over the years especially for the low-level officers and sergeants. The MND is going to carry out the phase 3 organizations change, it has to learn the previous experience, letting the low-level maintenance and supply personnel understand the purpose of organization transformation and take every opportunity to have the conversation with them, so they won’t get the idea wrong. This research uses questionnaire and SPSS statistical window-driven software for statistical analysis tool. This research analyzes the sample data by using ｔ-Test, ANOVA, Pearson Product-moment Correlation and Simple regression etc. The purpose of the research hopes to provide multi predictive indicator for organization internal management, at the same time have the management-level personnel understand the employee’s attitude in order to provide the recommendation for organization transformation. This research uses one northern air force jet fighter wing maintenance and supply personnel for analysis sample, the founding is as follows 1.Different personnel gender, working task, working level and working years has significant difference for organizational change recognition and job performance 2.The correlation between organizational change recognition and job performance is significant. Although the low-level personnel work emotion at the base has no significant correlation, it will be influenced by organizational change recognition.