As global competition becomes more fierce each day, in order for many corporations and organizations to respond to competitive pressures or technological advancements, they are forced to reduce costs or promote efficiency through downsizing, restructuring or merger. These organization changes result in involuntary modification of employee¡¦s jobs, which violates the psychological contracts between organization and the employee, causing employees to loose their sense of security.
In recent years, new battleships have joined service in the navy. The Policy of Abridgement together with the policy of national defense procuring from the private sectors are also being enforced. These movements required the logistic capabilities of the defense logistics shipyard unit to implement restructuring and adjustment of human resources so as to meet the new mission requirements. Yet, being part of an organizations undergoing change, lack of job security becomes the atmosphere among employees, which is exacerbated by retirements reaching its peak in the next 3 years. This has been a great impact on the logistics organization of the navy. Therefore, it is imperative that the mechanisms by which job insecurity affects occupational stress, organizational commitment and employee responsive behavior be identified. Moreover, there is need to establish what leadership styles will effectively reduce the negative impacts of job insecurity, occupational stress and promote employee commitments to the organization, so as to lead a positive course of response from employees.
Based on the above motivation and research objectives, in this study, maintenance staff of the defense logistics shipyard unit was investigated through a questionnaire survey. 482 questionnaires were returned from the 500 questionnaires distributed, from which 371 responses are valid, representing a 74.2% response rate. The survey data was analyzed by multivariate analysis using SPSS v.10 statistical software. The major results are as follows:
1. Job insecurity, as moderated by occupational stress, reduces the effect of emotions on employee responsive behavior.
2. Leadership styles with high relationship and high task, high relationship and low task, and, low relationship and low task, bear significant interfering effects on the relationship between job insecurity and employee responsive behavior toward problems.
3. Leadership styles with high relationship and high task, and, low relationship and low task, bear significant interfering effects on the relationship between occupational stress and employee responsive behavior toward problems.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0730107-114251 |
| Date | 30 July 2007 |
| Creators | Yin, Le-yao |
| Contributors | Eing-Ming Wu, Pei-How Huang, Ming-Rea 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-0730107-114251 |
| Rights | not_available, Copyright information available at source archive |
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