Effects of Organizational Change Perception and Psychological Contract on Organizational Citizenship Behavior_a Case Study for Employees of Rubber Companies

• Main Authors: Ching-YunLee, 李慶雲
• Other Authors: Shuang-Shii Chuang
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/47235104485364831642

碩士 === 國立成功大學 === 高階管理碩士在職專班 === 98 === Last year the whole world confronted the financial tsunami never experienced before. It made countries face the harsh testing of economic entity. Simultaneously, all enterprises face the crisis which never happened in the past few years. In order to survive, enterprises had to propose different countermeasures to combat it. As a result, the organizational change has been adapted in such an unprepared moment to resist the uncertainty. Since the human resource has become the most significant part of development and a survival key of cooperation, employee has been taken as a key factor as a success ＆ failure of cooperation. Most companies emphasizing placement, training and salary, entirely view whole construction of HR which called “ man power inventory” since it helps company to figure out what the existed employees are, and find out which part of employee they might lack of. This research took the rubber industry as the main object study which has gone through the enterprise transformation. Altogether 270 questionnaires have been sent out, and 250 questionnaire surveys were effectively obtained Statistical analysis was conducted by using Statistical software SPSS 10.5 ＆ Amos 5.0. The research showed that different change affects psychological contract and crisis consciousness of jobs. On the aspect of job crisis consciousness, employee might fear since the transformation will adapt drastically and due to their information are less so it leads to inaccurate adjustment. On psychological contract, the feeling of employee has big difference before and after the transformation since the changes are under the condition which is not clear. Upon all changes have been set up; such as, changes of job’s character, the promise ＆ supporting of organization, the conclusion shows that transformation of organization are different from what employees thought which means the communication between organization and employees are still not enough.