| Summary: | 碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系 === 106 === Under the organizational change process, employees’ psychological resistance and unsafely on jobs become more inevitable. This phenomenon further influences employees’ job engagement and leads to brain drain in organizations. Engineers are the core role of technology companies, and they are also important assets of the organization, the effectiveness of organizational change should depend on their support. The purpose of this study aims to investigate the relationships on personality traits, attitudes toward organizational change and job engagement for high-tech engineers in Taiwan. The significance of this study provides valuable results to organizations which had been undergoing organizational change as reference.
A total of 155 questionnaires distributed, and 148 were valid, yielding a response rate of 95%. The collected data were analyzed by statistical methods such as reliability and validity analysis, descriptive statistical analysis, multiple regression analysis and bootstrapping method. The results of the study indicate that:(1)Personality traits have significantly positive effect on Organizational change attitudes, partially established.(2)Personality traits have significantly positive effect on Job engagement, partially established.(3)Organizational change attitudes have significantly positive effect on Job engagement, established.(4)Organizational change attitudes have partial mediating effect between Personality traits and Job engagement.
Based on the research results, this study proposes management practices for reference in future organizational changes in order to build consensus, enhance the productivity of the company and its employees, and achieve the goal of sustainable management.
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