The Kaohsiung Harbor Bureau is undergoing a organizational change process to change its
status to that of a Special Authority. This organizational change will have a significant
impact upon the professional jobs and rights of Bureau employees. The current Bureau
administration is able to control neither the progress nor the practical results of this
organizational change initiative. This research treats personal variables and organizational
climate as independent variables, organizational commitment and job satisfaction as
dependent variables, and opinions regarding organizational cha nge as the moderator variable.
The study aims to investigate the effect of organizational climate during times of
organizational change on staff commitment to the organization and on job satisfaction levels
among staff.
The population targeted by this research project were the employees currently working for the
Kaohsiung Harbor Bureau. One fifth of them was included in the samples which was
randomly selected. They were asked to fill out a questionnaire form. Questionnaire data was
then analyzed using a variety of methods, including factor analysis, one-way ANOVA,
regression, and staged multiple regression analysis. The researcher investigates the followings:
(1) to identify significant differences between groups of individuals with differing personal
variables existed in terms of organizational commitment and job satisfaction; (2) to assess the
effect and predictive power of personal variables and organizational climate on dependent
variables; and (3) to examine whether interaction between the variables of "attitude toward
Special Authority organizational change " and "organizational climate" significantly impacted
upon any of the dependent variables.
Research results indicated the following:
1) Within personal variable categories, significant variations in the level of organizational
commitment exist between employees of different staffing categories.
2) Within personal variable categories, significant variations in the level of job satisfaction
exist between education levels and staffing categories.
3) Within personal variable categories, marital status and department to which an employee
belonged showed significant positive impacts upon the level of job satisfaction.
4) Within organizational climate variables, degree of management empathy, interpersonal
relationships, and respect for subordinate staff showed significant positive impacts upon
organizational commitment and job satisfaction.
5) Within organizational climate variables, the degree of management empathy and attitude
toward organizational change were positively related to job satisfaction levels. Respect
for subordinate staff and attitude toward organizational change were inversely related to
job satisfaction levels.
The research suggests four courses of action based on the above-mentioned findings: (1) to
demarcate a clear system of duties and authorities to motivate staff effectively; (2) to step up
second-specialty training for staff to reduce employees' worries regarding organizational
change; (3) to maintain a continuous effort to create a positive organizational climate; and (4)
to respect initiatives by subordinate staff to create "win-win" conditions.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0604102-143422 |
| Date | 04 June 2002 |
| Creators | LIU, CHIU-MEI |
| Contributors | Junying Huang, Jason-H Huang, Iuan-yuan Lu |
| 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-0604102-143422 |
| Rights | campus_withheld, Copyright information available at source archive |
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