| 摘要: | 現今的社會環境中，組織在生存與發展上面臨著眾多的挑戰，諸如新科技與新商業模式的出現、社會法律制度的日趨嚴謹等外部因素及組織內部僵化造成效率不佳等內部因素，組織為了永續發展及保有競爭力不得不進行組織變革。當組織進行變革時，應與員工進行溝通，並提供充分、及時、準確、完整和可信的訊息，使員工能夠瞭解變革的必要性與內容及支持組織變革，並與管理者一同擔任變革的推動者，瞭解組織的發展及變革帶來的效益，避免員工因變革產生不安全感而降低對工作的滿意度。
本研究主要了解組織溝通作為影響員工變革態度的組織性前因和工作滿意度作為員工對變革態度的個人層面後果因素，以及變革態度在組織溝通和工作滿意度之間的中介效果，並以台灣中小企業員工作為研究對象，以文獻分析法及問卷調查法為研究方法，並採用描述性統計、信度分析、探索性因素分析、相關分析及迴歸分析等統計分析方法，驗證本研究假設，並得出以下結論：
1.組織溝通對變革態度有正向影響。
2.組織溝通對工作滿意度有正向影響。
3.員工對變革態度與工作滿意度有正向影響。
4.組織溝通會透過變革態度的部分中介效果，間接影響工作滿意度。
In today’s social environment, organizations face many challenges in their survival and development, such as the emergence of new technology and new business models, the increasingly strict social institution and legal system, and many external factors, as well as internal factors such as internal organizational rigidity caused inefficiencies. Organizations in order to sustainable development and maintain competitiveness have no choice but to carry out organizational changes. When the organization makes changes, it should communicate with employees and provide sufficient, timely, accurate, complete, and credible information so that employees can understand the necessity and content of change and support organizational change, and act with the managers as change agents, understand the organizational development and the benefits of change, and avoid employees who feel insecure about change and less satisfied with their jobs.
This study focuses on organizational communication as the organizational antecedents and job satisfaction as an individual-level outcomes of employees's attitudes toward change, and the relationship between organizational communication and job satisfaction is mediated by attitudes toward changes. This research objects are the small and medium enterprise employees in Taiwan, using literature analysis and questionnaire survey methods as research methods, and adopts the statistical analysis methods such as descriptive statistics, reliability analysis, exploratory factor analysis, correlation analysis and regression analysis to verify the hypothesis of the study, and draw the following conclusions:
A.Organizational communication has a positive impact on attitude toward change.
B.Organizational communication has a positive impact on job satisfaction.
C.Employees have a positive impact on attitude toward change and job satisfaction.
D.Organizational communication will indirectly affect job satisfaction through partial mediating effect of attitude toward change. |
