The research of orangaztion downsizing porgrams on the staff in the filed electronic media

• Main Authors: CHOU-WEI YU, 余朝為
• Other Authors: I-Heng Chen
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/17225137814323009310

碩士 === 國立中山大學 === 傳播管理研究所 === 93 === This research aims to study the effects of organization downsizing programs on the staff in the field of electronic media. There used to be only three television networks in Taiwan, which were TTV, CTV, and CTS. Followed by the approval of the Cable Television Law in 1993, cable TV providers began to enter the market and sprout like mushrooms. A point worth noting is that Taiwan''s fourth terrestrial TV station, FTV, officially founded and joined the market in 1997. Significant changes were then brought to Taiwan’s media landscape. The advantages of the three original TV networks were disappearing and taken by the newly emerged cable TV stations. Thanks to the free market mechanism, the competition among news media has become even more and more intense over the last three or four years. A medium which has strong constitution appears to have better performance and is able to maintain certain market share; while those have weak constitutions would often suffer losses in business, in which the most serious are the three original terrestrial TV stations. It makes no exception for cable TV networks, either. Deficit occurs in many cable TV stations, such as CTI, ERA, USTV, STV and Global TV, whereas SET, TVBS, ETTV, and GTV could still obtain profits. The above factors show that downsizing in the field of electronic media must be carried out. The subjects of this research were a group of TV news reporters who have gone through organization downsizing. Interviews were designed to discover the reporters’ perception, involvement, organizational identity and intention to continue in office in search of the best downsizing model. The results are as follows: (1) Downsizing programs have certain impact on staff. Organizations which encourage voluntary demission or retirement might hardly achieve its goal of downsizing in a short while, but survivors would relatively tend to be less likely to resign from office. On the contrary, when compulsory or semi-compulsory methods are used, survivors would be devastated or even muddle along. Such situation might even cause lots of survivors to quit. (2) Thetrimming of personal in electronic media, areusually due to unbalance of information, causing current employee’s varies in working behavior and attitude, cause by age, experience and rank difference. It means that because of freer flow of information, employees that are higher age, more experience, and higher rank, are less affected in behavior and attitude, and more stable. On the other hand, employees that are lower age, less experience and work in the basic level, because of the lack of information, when personal trimming begins, they become more anxious and start quitting. (3)Having a comprehensive scheme, informing and making the employees involved in the whole decision making process, as well as engaging in appropriate dialogue would all increase the willingness of survivors to continue in office and weaken their tendency to resign. (4)Employees who agree with their organization''s values and feel a strong sense of connection with their organization tend to be less likely to quit; while others would have stronger inclination to resign.