A Study of the Organizational Culture 、perception on Key Success Factors and organizational commitment of Business reengineering -A Case Study of ETTV

• Main Authors: Yung-Ju Su, 蘇詠茹
• Other Authors: Chih-Hung Yang
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/85017406172061484463

碩士 === 銘傳大學 === 傳播管理研究所碩士班 === 93 === Media organization environment is constantly changing, which includes organizational target shift, human resource management change and work process differences. Since 1990, due to the transition of media industry structure, media business reengineering is not only the most important deed in industry; it is also becoming one of the most important research sections in academia. Agenda of media KSFs of business reengineering is very crucial to industry and academia, there have been many researches done already.(Dr.Yang,Chih-Hung,2004) Change is the key factor to industry competition.However, there are few researches being made regarding change of media organization influences each departments.This research, we focus on each department have different job functions and differenet organizational culture. Organizational culture affects the operation of business management. Therefore, this research focuses on each department’s different organizational culture, in order to analyze the perception of KSFs of business reengineering and organizational commitment. This thesis takes ETTV as a case study, which discuss the connection between organizational culture 、the perception of KSFs of BR and organizational commitment. Research objectives listed as below: 1.Analyze different organizational culture in each ETTV department. 2.Analyze different perception of KSFs of BR in each ETTV department. 3.Analyze different organizational commitment in each ETTV department. 4.Analyze the connection between organizational culture and perception of KSFs of BR. 5.Analyze the connection between perception of KSFs of BR and organizational commitment. The result of study indicates that each ETTV department has different organizational culture, different perception of KSFs of BR and organizational commitment. The connection between organizational culture and perception of KSFs of BR does exist. The connection between perception of KSFs of BR and organizational commitment also exist. The contrabution of this research is to find out the connection between organizational culture, perception of KSFs of BR and organizational commitment. This research would set up the principle of BR in each department.