How government employees’ cognition of organizational change impacts on affective commitment during the process of the Executive Yuan’s organization reengineering program-Exploring the moderation of paternalistic leadership

• Main Authors: HSU, YI-RU, 徐薏茹
• Other Authors: WU, WEI-MING
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/paux4z

碩士 === 國立高雄科技大學 === 運籌管理系 === 107 === In recent years, Chinese paternalistic leadership has also flourished in the academic world, and Taiwan is also an important part of the Chinese community. From the literature research of paternalistic leadership in the past, it has known that many enterprise organizations, educational, organizations, military organizations, sports organizations, and local administrative organizations have already had relevant empirical results, but the empirical results of the central administrative agencies are few and far between. Whether in academia or practice, it is a definitely essential for further discussion. In this paper, through the empirical data of "The Taiwan Government Bureaucrat Survey；TGBSⅡ", all the civil servants are the research objects, and the secondary data analysis method is used for data analysis. In the follow-up, the basic analysis of evidence-based investigation and analysis will be carried out for different variables using statistical methods such as descriptive Statistics, analysis of correlation, and linear regression analysis. Initial understanding is the central government of Taiwan is in the democratic context, the influence of organizational members' perceptions of organizational change on organizational commitment, and the adjustment effect of paternalistic leadership style. The empirical results show that organizational members' cognition of organizational change will negatively affect organizational commitment ; while Paternalistic leadership does not have fully interference adjustment effects. According to the research results, it is necessary to have a deeper understanding about the central administrative organ aimed at the degree that member in organization who disapprove of the organization change. Otherwise, there will be constant resistance to organizational change, and it will not be able to successfully carry out core changes and promote reform work. The uncertainty and disapproval that arises in the face of change will make the affective commitment of the members of the organization higher.