Abstract As the privatization becomes trend of reorganization in public business for sustained management, many countries port authority press ahead with privatization plans . Many kinds of resistance will happen during privatization, and the biggest one is from the employee. In this study, the employees¡¦ recognition of privatization plans, recognition of personal development relative rights and interests security in privatization plans, and takeover to organizational change before Kaohsiung Port¡¦s privatization are considered. All sampling method was used, with respect to 290 crews of member of craft service of portof Kaohsiung . There are 238 effective questionnaires among a total of 290 questionnaires test, and the effective return rate is 82.06%. The data analysis employed in this study include the Description statistics, Analysis of correlation, One-way ANOVA, and Pearson¡¦s correl-ative, through SPSS for windows. According to the analysis data, some conclusions were given as follows: 1.Employees with different age and service seniority show a obvious difference on recognition to privatization plans . 2.Employees with different kinds of vessel show a obvious difference on personal development relative rights and interests security to privatization plans. 3.Employees with different class of crew show a obvious difference on takeover intention to privatization plans. 4."Recognition to privatization plans ¡¦s benefit" shows a "high positive correlation" with takeover to privatization plans; "Recognition to change anxiety" shows a "middle positive correlation" with takeover to privatization plans. 5. "Recognition to employee ¡¦s right" and "Recognition to change communication" show a "high positive correlation" with takeover to privatization plans; 6.Employees with different age have significant influence on surplus before accepting privatization plans. But others not have significant influence.