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題名：企業組織變革之影響以導入資訊科技部門為例
書刊名：管理資訊計算
作者：藍天雄／羅佳蕙
作者(外文)：Lan, Tian-syung／Lo, Chia-hui
出版日期：2018
卷期：7:2
頁次：頁20-30
主題關鍵詞：組織變革認知；組織創新；組織承諾；工作績效；Organizational change perception；Organization innovative；Organizational commitment；Job performance
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  • 被引用次數被引用次數:期刊(1) 博士論文(0) 專書(0) 專書論文(0)
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組織變革一直是組織突破困境的方法，當企業面臨到業績滯足不前或是營利衰退的困境，組織變革時常被拿來運用，加上組織變革配合組織創新更能促進組織變革的成效，因此組織變革常伴隨著組織創新，然而不管是組織變革亦或是組織創新皆需要成員的配合才能呈現其效果，因此成員的理解與支持相當重要，成員了解企業的用意與用心反而會對企業產生信賴，最後發自內心的協助企業提升工作績效，共同突破窘境。所以，綜合以上研究背景與動機之描述，本研究認為組織創新會中介影響組織變革認知與工作績效之關係，而組織承諾也會中介影響組織變革認知與工作績效之關係。本研究發現，組織變革對於組織創新、組織承諾與工作績效皆具有正向影響，同時，組織承諾對於組織創新與工作績效具有正向影響，最後組織承諾對組織變革認知與工作績效有完全中介的效果。組織變革是目前各產業積極進行的方向，無論是極力突破現況或是為了在激烈的市場裡爭奪一席之地，又或是維持自身競爭力，由於在組織變革的同時常常伴隨組織創新，以創新思維讓企業有別於以往的模式進行變革，同時，在組織極力轉變與成長的氛圍增加員工對企業的信心，最終員工相信企業的信念後也會相對付出其心力為企業帶來工作績效。
Organizational change always be the way to breach the bottleneck when the enterprise face to dilemma such as stagnantly performance and profit decline. However organizational change with organization innovative have synergy affect that is the reason organization innovative often come with organizational change, but no matter organizational change or organization innovative all need members support. It is important about understanding and backup from members also when members recognize intention of the enterprise they would feel trust and responsibility to this responsibility. Then members work more hard in return for enterprise and help the enterprise to get high level of job performance. This work supposes organization innovative is mediator to affect the relationship between organizational change perception and job performance also organizational commitment is mediator to affect the relationship between organizational change perception and job performance too. Based on the result, this work discovers organizational change perception positive influence organization innovative, organizational commitment and job performance, meanwhile organizational commitment positive influence organization innovative and job performance. At last organizational commitment is organizational commitment mediator to the relationship between organizational change perception and job performance. In order to breaking through the current situation, holding more market share or keeping competition, therefore organizational change is the goal that all industries hardly achieve to. Because organizational change always follows organization innovative happened and innovative thinking makes organizational change in the different way. Stuffs have confidence when the industry pays effort to make organization change and grow up, in the end stuffs believe the faith of company would work hard for job performance raise up.
期刊論文
1.Baldridge, J. Victor、Burnham, Robert A.(1975)。Organizational Innovation: Individual, Organizational, and Environmental Impacts。Administrative Science Quarterly，20(2)，165-176。  new window
2.Dalton, D. R.、Todor, W. D.、Spendolini, M. J.、Fielding, G. J.、Porter, L. W.(1980)。Organization structure and performance: A critical review。Academy of Management Review，5，49-64。  new window
3.Tubre, Travis C.、Collins, Judith M.(2000)。Jackson and Schuler (1985) Revisited: A meta-analysis of the relationships between role ambiguity, role conflict, and job performance。Journal of Management，26(1)，155-169。  new window
4.French, C.、Seward, F.(1983)。Impetus for action: a cultural analysis of justice and organizational citizenship behavior in society。Administrative Science Quarterly，42(3)，421-434。  new window
5.Damanpour, Fariborz(1987)。The Adoption of Technological, Administrative, and Ancillary Innovations: Impact of Organizational Factors。Journal of Management，13(4)，675-688。  new window
6.胡庭禎(19970800)。醫院員工組織承諾之探討。醫院，30(4)，22-31。  延伸查詢new window
7.Friedlander, F.、Brown, L. D.(1974)。Organization Development。Annual Review of Psychology，25(1)，313-341。  new window
8.Kanter, Rosabeth Moss(1968)。Commitment and social organization: A study of commitment mechanisms in utopian communities。American Sociological Review，33(4)，499-517。  new window
9.Kimberly, John R.、Evanisko, Michael J.(1981)。Organizational Innovation: The influence of individual, Organizational, and Contextual Factors on Hospital Adoption of Technological and Administrative Innovations。Academy of Management Journal，24(4)，689-713。  new window
10.Woodman, R. W.、Sawyer, J. E.、Griffin, R. W.(1993)。Toward a theory of organizational creativity。Academy of Management Review，18(2)，293-321。  new window
11.Angle, Harold L.、Perry, James L.(1981)。An Empirical Assessment of Organizational Commitment and Organizational Effectiveness。Administrative Science Quarterly，26(1)，1-14。  new window
12.方素惠(2016)。打破二軍心態，立志求勝。EMBA雜誌，364。  延伸查詢new window
13.Brouther, K. D.(2002)。Institutional, cultural and transaction cost influences on entry mode choice and performance。Journal of International Business Studies，33(2)，203-223。  new window
14.Buchanan, B. III(1974)。Government Manager, Business Executive, and Organizational Commitment。Public Administration Review，34，339-347。  new window
15.Randall. D. M.(1987)。Commitment and the Organization: Man Revisted。Academy of Management Review，12(3)，460-471。  new window
16.Wolfe, Richard A.(1994)。Organizational innovation: Review, critique and suggested research directions。Journal of Management Studies，31(3)，405-431。  new window
17.Meyer, John P.、Allen, Natalie J.(1991)。A three-component conceptualization of organizational commitment。Human Resource Management Review，1(1)，61-89。  new window
18.Buchanan, Bruce II(1974)。Building Organizational Commitment: The Socialization of Managers in Work Organization。Administrative Science Quarterly，19(4)，533-546。  new window
19.Porter, Lyman W.、Steers, Richard M.、Mowday, Richard T.、Boulian, Paul V.(1974)。Organizational commitment, job satisfaction, and turnover among psychiatric technicians。Journal of Applied Psychology，59(5)，603-609。  new window
20.Motowidlo, Stephan J.、Van Scotter, James R.(1994)。Evidence that task performance should be distinguished from contextual performance。Journal of Applied Psychology，79(4)，475-480。  new window
圖書
1.Hall, D. T.、Goodale, J. G.(1986)。Human Resource Management: Strategy Design and Implement。Scotland Foresmen Company。  new window
2.Robbins, S. P.(2003)。Organizational Behavior。Prentice-Hall。  new window
3.楊仁壽、卓秀足、俞慧芸(2009)。組織理論與管理。臺北：雙葉書廊。  延伸查詢new window
4.戴國良(2008)。定價管理。臺北市：五南。  延伸查詢new window
5.Doft, R. L.、Steers, R. M.(1986)。Organizations: A Micro/Macro Approach。Glenview, IL：Scott, Foresman, and Company Glenview。  new window
6.Mowday, R. T.、Porter, L. W.、Steers, R. M.(1982)。Employee-orgamizalion linkages: The psychology of commitment, absenteeism and turnover。Academic Press。  new window
7.Daft, R. L.(1995)。Organization theory and design。Minneapolis：West Publishing Company。  new window
8.戴國良(2008)。組織行為學。台北：五南。  延伸查詢new window
9.Whyte, W.(1956)。The Organization Man。Doubledy Anchor Books。  new window
10.King, N.、Anderson, N.(1995)。Innovation and change in organizations。  new window
11.Ansoff, I.、McDonnell, E. J.(1990)。Implanting Strategic Management。  new window
12.Campbell, J. P.(1990)。Modeling the prediction in industrial and organizational。Papo Alto, CA：Consulting Psychology Press。  new window
13.Daft, R. L.(1994)。Management。Orlando：The Dryden Press。  new window
14.李新鄉(2008)。組織心理學。台北：五南文化。  延伸查詢new window
15.Robbins, Stephen P.(1998)。Organizational Behavior。Prentice Hall Inc.。  new window
16.許南雄(2007)。組織理論與管理。滄海書局。  延伸查詢new window
圖書論文
1.Borman, Walter C.、Motowidlo, Stephan J.(1993)。Expanding the Criterion Domain to Include Elements of Contextual Performance。Personnel selection in organizations。Jossey-Bass。  new window
 
 
 
 
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