The Study of relationship amongog the perception of Organizational Change, Organizational Identification and Organizational Commitment

• Main Authors: Lee, Ya-Hui, 李雅惠
• Other Authors: 陳銘薰
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/25216656011429811251

碩士 === 國立臺北大學 === 企業管理學系碩士在職專班 === 97 === The global economy environment is constantly change, so do the region and the market development tendency and the product application domain. Present day, organizations are facing greatest challenges like new trends, behaviors, developments, competitions and strategies. If the enterprise cannot sustain competency of innovation effectively and adapt changes in the rapid changing environment it would very likely to be submerged by the tidal current.This study investigates the employees in the high-tech industry as samples to draw on the relationship among three variables: the organization change perception , organizational identification and organizational commitment while facing organizational transformations. This research adopted the methods of descriptive statistics, factor analysis, t-test, analysis of variance, regression analysis for the empirical research. The results this research revealed were as following: 1.Employees’ perception for organizational change、organizational identification and organizational commitment are positively related to one another. 2.The organizational identification has mediating effects between employees’ perception for organizational change and organizational commitment. 3. There are partial significant differences on organizational change perception , organizational identification and organizational commitment among different attributes especially in the period of service over 10 years aspect. The study has shown that staffs that worked above ten years of the period of service in the organization, those staff with high seniority will have higher commitment towards to organizational change perception, moreover, they also contributed more in organizational identification and they have higher commitment and willing to participate more towards organizational transformation. The results of this study suggest that organization should enhance the positive perception of organizational change in order to increase organizational identification and commitment among employees. As a result, organizational performance is expected to be improved and the core competency of organization is sustained.