The financial tsunami, being the most influential factor on economic changes,have led companies to undergo radical structure reformation, and forcing
well-established companies to conduct unpaid leave policy. If worse, policy-makers will even downsize the organizations, and even high-tech companies cannot avoid this fate.
The aim of the research is using individual-level study to see how Taiwanese high-tech employees and managers¡¦ attitudes toward organizational change and what impact they would cause on the affective commitments and consequently search for methods which will let organizational changes be perceived as positive events to all members. In addition, the study will clarify the relationship between psychological
capital, organization-based self-esteem, attitudes toward organizational change and affective commitment. Furthermore, discussing how demographic variables influence these four main variables would be another contribution from the study.
With effective samples of 319 high-tech employees and manager samples have proven that the psychological capital has both direct and indirect relationships with the affective commitments, on the other hand, organization-based self-esteem factor
has neither. Moreover, the data indicates that ducation, managerial rank, job content and seniority are statically significant toward the main four variables.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0901109-145557 |
| Date | 01 September 2009 |
| Creators | Liu, Yen-ching |
| Contributors | Jin Feng Uen, Ming-Chu Yu, Yung-Chuan Wang |
| 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-0901109-145557 |
| Rights | not_available, Copyright information available at source archive |
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