A Study on Organization Change, Negotiation, and Organization Climate of Labor Outsourcing for Government Agencies
碩士 === 世新大學 === 資訊管理學研究所(含碩專班) === 103 === Big Governmentwas deteriorated due to lack of resource since 1980, displaces ismore small and effective Businesslike Government. Because of financial retrenchment of government, more administration managements were outsourcing to non-governmental enterprise...
| Main Authors: | , |
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| Format: | Others |
| Language: | zh-TW |
| Published: |
2015
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| Online Access: | http://ndltd.ncl.edu.tw/handle/23110527024288079934 |
| Summary: | 碩士 === 世新大學 === 資訊管理學研究所(含碩專班) === 103 === Big Governmentwas deteriorated due to lack of resource since 1980, displaces ismore small and effective Businesslike Government. Because of financial retrenchment of government, more administration managements were outsourcing to non-governmental enterprises and cause employees encounterunemployment and start to oppose this strategy. With the outsourcing strategy was implemented by vertical view and superordinateconception of policymaking, the first forced point is on cost-effective factor of external economy and the internal factor is secondary.
The object of study is on government employee and research purpose is analyzes the negotiation and organization climate will be impacted or not when employees face organization change. We hope to analyze related issues to figure out the relationshipand impact on organization change, negotiation of organization and organization climate andoffer a solution or reference of labor sourcing for government department or non-governmental enterprises.
The conclusions of study were shown as below.
1. The major factor is “negotiation of department” during labor outsourcing of government.
2. The major factor is employee benefit during labor outsourcing of government.
3. The major factor is leave or retain during labor outsourcing of government.
4. There is an obvious positive relationship on recognition of organization change.
5. There is afractionalpositive relationship on understanding of solution of organization climate.
6. There is an obvious positive relationship on recognition of negotiation of organization.
Beside, this study also proves recognition of organization change contain interference action at negotiation of organization and organization climate.
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