The influence of organizational transformation pressure on the working attitudinal behavior Case Study: Take Security Office, "A" service Command, MND, ROC. as an example

• Main Authors: Chang Kan, 張敢
• Other Authors: Chih-Chun Chiu
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/47718393837162233452

碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 95 === During 1950 and 2002, Military Security Office has been modified on personnel and organization aspects, yet under the command of Political Warfare Department until October, 1st, 2005. After then, Military Security Office left the PW system and integrated into J-2 system, the operating procedure was modified as well. Therefore, this article is going to discuss the relativity between “Organizational Transformation Pressure” and “Employee Working Attitude”. Focusing on how do different groups of population react to those two topics and furthermore to educe employee’s future response and attitude to organizational transformation. This study is conducted by using questionnaire, statistics analysis of data variations, relativity analysis and recursive analysis to induce follow on conclusions: 1. While facing the changing of the organization, male generally have higher sensitivity on “job position”, “promotion” and “direct superiority”. 2. Married employees have higher concern about “job features” and “job position” then unmarried ones dues to family factors, on the other hand, unmarried employees are able to dedicate to work more and have higher concern about “promotion” because of single. 3. Employees who have higher education usually have better chance getting promoted and vise versa. Therefore, those who have less education normally worried about “job position” more. In the military working environment, there has always been stereotype of competition between two years and four years Academy graduates. 4. While facing the moment of organization modification and might cause a layoff or demotion, employees will normally work harder in order to save their jobs, yet, while constantly worrying about being reassigned because of the changing of unit or away from current working location might cause less dedication and more passive toward the work.