| Summary: | 碩士 === 大葉大學 === 工業工程學系碩士班 === 91 === This study is to probe into the issues and the present conditions of organizational changes in privatization of state-owned enterprises (SOEs). To explore the attitude mode of state-run-corporation employees’ view in organizational changes in privatization and the organizational communication, this study adopted a multi-dimensional research framework which contains predictors related to individual, job and organization as well as recognition toward changes to be added as intermediater. Achievement motivation, job satisfaction and organizational culture are included as the multi-dimensional predictors. Through the process of dimension selection, questionnaire design, information collection, subject selection, measurement and interview, as well as application of relevant statistical methods of descriptive statistics analysis, frequency distribution, T-test, ANOVA, Pearson’s product-moment correlation analysis, step multi-regression analysis and path analysis, a multi-dimensional predictive model of the employees’ attitude toward organizational changes in privatization process is developed, followed by the theoretical and practical implications.
After examining a case, Aero Industrial Development Corporation (AIDC), the following conclusions can be reached:
1、The union recognition influences the level of union commitment most. Furthermore, the recognition of union performance has been proved to be the most effective through a more detailed analysis of several facets of union recognition.
2、The company commitment can directly produce a positive effect to the union commitment, or indirectly through the union cognition; that is, when the dual commitment is formed. In terms of the company commitment, the employees’ retention commitment also results in significant difference.
In other words, what the employees care about is what the union is able to do for them. In addition, the employees’ retention commitment would also indirectly influence the union commitment.
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