The Staff Pledges to Cognition of the Organizational Reengineering to the Organizational Commitment and Job Research of the Degree of Satisfaction：Take the Kaohsiung Area Institution of The Taisu Corporation in reform as an Object

• Main Authors: Wen-Fu Lee, 李文富
• Other Authors: Ying－Maw Teng
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/15837350459235438879

碩士 === 義守大學 === 管理學院碩士班 === 97 === To overcome the predicaments that it is facing, Taiwan Sugar Corporation is strengthening its operation in the sugar refining business and adjusting its organizational structure. Only by orienting its operation to encompass other products, adjusting the workload allocation of its employees and cutting down on their number, can the Corporation increase its profits and bring benefits to its remaining employees. This study will analyze the influence of organizational reengineering on such factors as organizational commitment and job satisfaction on the part of the employees. The research hypothesis, variables, operational definition and the employees’ responses and attitudes are handled through the use of descriptive analysis in this study. Those with organizational commitment have the highest average cognitive value; those with good personality get a cognitive value that is a bit lower; and those concerned about job satisfaction get the lowest value. Employees who are in favor of reengineering are more numerous than those who are not. Personality, service units and seniority generated significant differences in regard to factors such as organizational commitment and job satisfaction; age and nature of work have little impact; and educational background and job position have significant impact. From the results of a t-test, gender, marital status and administration leader’s position all exhibit no significant differences. The reliability and factor analysis in this study is mainly based on the principal components analysis. Cronbach''s α is 0.601, higher than the lowest standard, which attests to the reliability of this study. The comparative hypothesis analysis in this study is Scheffe’s method for multiple comparisons. The result is that service unit, seniority, job position and educational background cause significant differences in relation to personality, organizational commitment and job satisfaction. Age, nature of work, gender, marital status and the administration leader’s position cause no significant differences. These results are in accordance with the aforesaid analysis. The influencing hypothesis analysis in this study is a type of multiple regression analysis. The analysis results in regard to the employees’ cognition and skeptical attitude toward the reengineering policy reveal that the three aspects: organizational reengineering, organizational commitment and job satisfaction as forecasting variables for the attitude ‘in favor of the policy’ are positively correlated. The forecasting variables in these three aspects regarding the attitude ‘not in favor of the policy’ are also positively correlated in the multiple regression analysis. This study suggests a direction for the reengineering of this Corporation. In personnel adjustment, a detailed planning, workload allocation, work regulations, and complete training system should be provided for the employees. The Corporation should also hold meetings to communicate with its employees and offer various second specialty training and advanced study, as well as plan a retraining program for the less competent employees, in order to invigorate the human resource.