The Study of the Correlation of Organizational Communication, Awareness of Organizational Change, Job Satisfaction and Organizational Commitment under the Organizational Change of Taoyuan Airport

• Main Authors: Tsai-Yu Ku, 古彩玉
• Other Authors: Jian-Han Liu
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/12186533466545330367

碩士 === 開南大學 === 空運管理學系 === 99 === Taoyuan International Airport (TIA) is the first gateway of Taiwan and had started using for more than 30 years. The TIA’s placing of global airports is backward gradually because of old equipments and every operating problems plus some negative news. In order to establish TIA as the junction of East Asia, Ministry of Transportation and Communication (MOTC) and Civil Aeronautic Administration (CAA) draft to transfer the authority of TIA from government to state-operated corporation after referring to advanced airports of the world. It’s a great organizational change which often causes serious influence and pressure to the personnel, besides, organizational change has sense of purpose and the members’ coordination with that influences the success of reforming or enhancing competitional ability. Thus, it is a problem worthy of being researched that the relation between the personnel and these aspects--organizational communicates, cognition to change, job satisfication and organizational commitment. The objects of research are the personnel of TIA in establishment, and questionnaire survey procedure is used to find the relation among organizational communicates, ognition to change, job satisfication and organizational commitment. Every research concepts’ interwork is verified by analyzing every factors, reliability, validity and using Structural Equation Model (SEM). The outcome shows that organizational communicates have positive influence on cognition to change and job satisfication but no direct influence on organizational commitment, but cognition to change and job satisfication can influence organizational commitment. Therefore, this study suggests that government should enhance communication and credence, which can lower indefinite feeling of personnel and promote their cognition to change and job satisfication. Further it can influence organizational commitment and enhance working morale and attitude. That only then may reach the purpose of organizational change by these ways.