Whether the execution of ¡§the ROC Armed Forces Streamlining Program¡¨ is smooth or not, heavily depends on member¡¦s cognition on the transformation, organization commitment, and working morale as well. However, there are few papers discuss about the relations among the above elements. The objective of this thesis is to study the relation among the transformation cognition, organization commitment, and morale of the high level command under the process of the organization transformation through questionnaire and analysis. The following conclusions are:
1. Under the prerequisite of employee participation, understanding, and guarantee the rights and interests, the employees will be willing to stay in the service.
2. The higher the degree of recognition and evaluation of employees on the transformation objective, the higher the concern on the organization¡¦s future development, pursue of the objective, the devotion and values on their jobs from the employees.
3. To promote the commitment of the employees to the organization would motivate the employees, and treat their works as the center of their lives, and therefore pursue better achievements.
4. For those senior high-ranking officers who own higher educational backgrounds and employees with long service years tend to have higher degree of recognition on transformation.
5. For those employees who are senior, own high educational backgrounds, and with long service years tend to have higher overall organizational commitment and stronger willing to stay in their positions.
6. For those 25 to 34 years old, with military appointments, married, high educational background, as the directors or deputy directors, higher-ranking officers and longer service years tend to have better recognition of organization, devotion and group spirits.
According to the above results, four suggestions are addressed:
1. To respect the participation of employees, and to guarantee the employees¡¦ rights and interests.
2. To encourage the employees to attend courses or training during off-hours in order to build up multiple specialties.
3. To understand the employees¡¦ characteristics and specialties in order to adopt the strategy of differentiate management.
4. To enhance to recognition of the employees on the attainment of transformation benefits and to draft a complete set of measures.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0726106-172710 |
| Date | 26 July 2006 |
| Creators | Hui, Shi |
| Contributors | C.M. Chen, David Shyu, David Shyu, Ming¡Ðrea Kao |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0726106-172710 |
| Rights | off_campus_withheld, Copyright information available at source archive |
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