面對環境快速變動的壓力下，組織必須持續採取不同的類型的措施，以提升組織的競爭力,而調整組織結構與人力配置是必要手段之一，2009年行政院核定通過臺北縣、臺中縣市、臺南縣市、高雄縣市之改制計畫，連同現有之臺北市，其目標是希望能帶動周邊區域的均衡發展與提高國家競爭力，因此臺北縣於2010年正式升格為直轄市，並定名為「新北市」。
本研究目的主要在探討新北市議會組織改制後，其組織變革認知對組織承諾所產生的影響，並以新北市議會所有員工為對象，透過問卷普查方式蒐集相關資料，本研究經由文獻探討，建立研究架構，提出研究假設，並以「組織變革認知量表」、「組織承諾量表」二部份作為測量工具，以探討新北市議會員工對組織變革認知與組織承諾的程度。
本研究方法主要採用因素分析、描述性統計、t檢定、單因子變異數分析法、皮爾森積差相關、迴歸分析，檢測各變項間是否具顯著差異、相關與影響，並將其研究結果提供新北市議會相關單位作為提升組織承諾的參考，其研究發現如下：
1.不同性別、職位層級、教育程度、任職官等的員工在組織變革認知有顯著差異。
2.不同性別、服務年資、教育程度在組織承諾有顯著差異。
3.組織變革認知與組織承諾有顯著正向相關。
4.組織變革認知對組織承諾有顯著正向影響。 / Under the pressure of rapid environmental change, organizations need to take different types of measures constantly to improve their competitiveness. Adjusting organizational structure and human resources deployment is one of the necessary means. In 2009, Executive Yuan approved the reforming plans of Taipei County, Taichung, Tainan and Kaohsiung to upgrade them to the same level as Taipei City. The goal is to drive the balanced development around these regions and promote national competitiveness. Thus Taipei County was officially restructured into municipality directly under the jurisdiction of the Central Government in 2010 and renamed as “New Taipei City”.
The purpose of this research is to explore the correlations between perception of organizational reformation and organizational commitment after organizational reformation of New Taipei City Council. Therefore, this study selected all staff of New Taipei City Council as the research subject and handed out surveys to collect related data. The structure and hypotheses were presented through literature review. The measuring instruments used included “The Scale of Perception of Organizational Reformation” and “The Scale of Organizational Commitment”. Then, the degree on the New Taipei City Council staff toward perception of organizational reformation and organizational commitment was explored.
Factor Analysis, Descriptive Statistics, T test, One Way ANOVA, Pearson Correlation Analysis, and Regression Analysis were used to examine the significant difference, correlation and effect among variables. The result of this research will be offered to the relevant department in New Taipei City Council as a reference in order to improve the organizational commitment of the staff. The following are findings of this research:
1.There are significant differences in perception of organizational reformation among staff of different genders, official hierarchy, educational levels and official ranks.
2.There are significant differences in organizational commitment among staff of different genders, work years and educational levels.
3.There is a significant positive correlation between perception of organizational reformation and organizational commitment.
4.Perception of organizational reformation has significant positive effects to organizational commitment.
| Identifer | oai:union.ndltd.org:CHENGCHI/G0100921309 |
| Creators | 周麗敏 |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
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