公司合併後工作環境、人格特質與個人因素對員工組織承諾影響之研究：以臺灣某人壽保險公司合併為例

The Relation between Personal Factors, Personality Traits, Working Environment and Organizational Commitment of Employee after the Merger of Insurance Companies

本研究以台灣的人壽保險公司合併為案例，利用問卷調查，就工作環境的改變、員工人格特質和個人因素等構面，探討保險公司合併對主併和被併公司員工組織承諾之影響。研究結果顯示，員工一致認為合併後工作壓力變大，被併公司員工更認為合併後薪酬福利條件變差。工作環境改變會降低員工的組織承諾。具內控傾向人格特質的員工，對組織的承諾較高。男性員工的組織承諾較女性員工高，而教育程度越高的員工其組織承諾反而越低。相對於主併公司員工，被併公司員工，在相同性別或年齡條件下，其組織承諾是較低的。保險公司合併此一事件本身，是會影響保險公司員工的組織承諾程度。

Using the merger of life insurance companies in Taiwan as a case and applying questionnaire survey, this study explores the impact of working environment change, personality traits and personal factors on organizational commitment after the merger. The research results show that working pressure become heavier after merger for merging and merged employees consistently. Employees of merged company feel that salary, benefit and retirement conditions become worse after the merger. The change of working environment after merger reduces employees’ organizational commitment. Employees with internalcontrol personal trait propensity have higher organizational commitment. The male employees have higher organizational commitment than the females. The organizational commitment is lower for the employees with higher education level. With respect the merging company, the employees of merged company, under same condition of gender or age, have lower level of organizational commitment. The event of merger has significant impact on the level of organizational commitment of life insurance company’s employees.