| Summary: | 博士 === 國立臺灣大學 === 心理學研究所 === 100 === In this dissertation research, I use the self-determination theory to conceptualize employees’ various attitudes toward organizational change (AOC). Following this theoretical framework, I propose that employees’ AOCs can be autonomous, introjected, or purely external. Also, I expect that in addition to perceived change implementation during the change process, employees’ perceived organizational support and work passion prior to the change as well as how they are communicated in the change process all have substantial effects on employees’ AOCs. Finally, I predict that AOCs relate to many important employee outcomes after the change is implemented. I designed four studies to test my research hypotheses. Results obtained from these studies suggest that AOC constructs effectively capture various attitudes toward a change, and that my newly developed scales serve as valid and reliable measures for these constructs.
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