組織變革策略、工作壓力、正向心理資本與情感性變革承諾關係之研究

An Empirical Study of the Relationships among Organizational Change Strategy, Job Stress, Positive Psychological Capital and Affective Commitment to Change

本研究目的在探討員工知覺組織變革策略、工作壓力及情感性變革承諾間之關聯，並進一步探討員工的正向心理資本的調節效果。本研究以國內銀行業從業人員為研究對象，透過問卷調查，回收有效問卷511份，並運用各種統計分析工具及階層迴歸分析來驗證各研究構念的影響關係。研究結果發現，變革規模會顯著正向影響工作壓力，並透過其中介效果負向影響員工的情感性變革承諾；但變革領導行為對工作壓力的影響效果並不顯著。變革領導行為與正向心理資本交互作用後，對情感性變革承諾產生干擾效果。因此，本研究建議企業在擬定變革策略時應藉由改善員工工作中的心理因素，以提升員工的變革承諾，同時增加員工對組織變革的認知。

The purpose of this study is to explore the effects of organizational change strategy on employee job stress and employee affective commitment to change. Besides, this research also explores the moderating effects of employee positive psychological capital on organizational change strategy. Five hundred and eleven effective surveys were received from employees in Taiwanese banks. The data was analyzed by statistical tools; and hierarchical regression to measure the relationship amongst the constructs. Results showed that the mediating effect of employee job stress towards organizational change strategy negatively influences employees' affective commitment to change. We also found that employees' positive psychological capital moderate the relationship between behaviors of change leadership and affective commitment to change. Therefore, we suggest that by improving employees' psychological factors at work may promote employee affective commitment to change as well as positive recognition of organizational change.