員工在組織重整初期不確定性認知、重整效能認知及個人面對變革態度對其工作態度影響之縱斷面研究－－一項組織社會化理論的觀點

A Longitudinal Field Study of the Effects of Employees' Perceived Uncertainty, Perceived Restructuring Effect, Attitude toward Change on Their Work Attitude in the Early Stage of Organizational Restructuring: An Organizational Socialization Theory Perspective

本研究以社會化觀點並運用縱斷面設計，以檢視員工面臨組織結構重整時，（1）員工於組織結構重整前，員工不確定性之預期對重整後員工工作態度之影響、（2）員工於組織結構重整前後，實際與預期認知不確定性之差距、組織重整效能認知對員工工作態度的影響，以及（3）個人面對變革的態度對員工認知之不確定性與員工態度間的干擾效果。本研究以台灣某民營銀行業進行部門合併之員工為研究對象，資料收集的時間分別為部門合併前二個月與合併後一個月，前後共進行二次問卷施測。經二次追蹤調查，最後以二次施測皆有效參與的七十一名員工為統計分析對象，透過跨期資料比較以了解員工在組織結構重整歷程之心理調適狀態。本研究之主要結論為，第一，員工在組織重整社會化預期階段，重整前預期的角色不確定性認知將影響員工重整後之工作滿足。第二，在組織重整社會化接觸階段，員工之實際與預期的不確定性認知之差距將影響員工的工作態度。第三，員工對組織重整後之效能認知亦顯著影響員工的工作態度。最後，在重整之接觸階段，員工個人對變革的調適態度對員工之不確定性認知與工作態度間之關係具調節效果。

The purpose of present study is to examine employee’s perceptions in the early stage of organizational restructuring from a socialization view of point by using a longitudinal field data. This study examines (1) the impact of anticipatory work role and career uncertainties on employees’ attitudes, (2) the impact of expectation gap of work role and career uncertainties on employees’ attitudes, (3) the impact of restructuring effects on employee’s attitudes, and (4) the moderating effects of attitude toward change on the relationship between work role/career uncertainties and employees’ attitudes. Data were collected from 71 employees in a Taiwanese private commercial bank, who were affected by departmental restructuring. Data were collected in two waves, including two months before organizational restructuring and one month after organizational restructuring The conclusions of the study showed that at the stage of anticipatory socialization, employee perceived higher work role uncertainty had negative relationship with job satisfaction. Secondly, at the stage of encounter socialization, exceeded expectations of uncertainties had negative relationship with job satisfaction and organizational commitment. Thirdly, employees perceived higher restructuring effects had positive relationship with job satisfaction and organizational commitment. Finally, perceived higher personal attitude toward change significantly moderated the relationship between employee perceived uncertainty and outcomes of employee’s attitude.