A Study of the Influence of Employees' Organizational Change Cognition on Attitude -The Case of Central Sports Administrative Organization

• Main Authors: Ho, Yu-huei, 何郁慧
• Other Authors: Cheng, Chih-fu
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/54927610912684922246

碩士 === 國立臺灣師範大學 === 運動與休閒管理研究所在職碩士班 === 100 === The purpose of this study was to investigate the difference of employees’ organizational change cognition and attitude in Central Sports Administrative Organization, and the prediction of organizational change cognition on attitude. The subject of this study were 126 personnel establishment employees who worked for Central Sports Administrative Organization in March, 2012, and the service senior worked over 6 months. Through questionnaire survey conducted from March 3 to March 20 in 2012. The data were analyzed by descriptive statistics, independent t–test, one-way ANOVA, and multiple linear regression analysis. The results were as follows: 1.The most of employees in Central Sports Administrative Organization were female, 41-50 years old, 11-15 years service senior, master degree, non-manager associate staff, and work in business department. 2.The score of employees’ organizational change cognition and attitude in Central Sports Administrative Organization were “normal”. 3.The gender and educational level would affect the score of employees’ organizational change cognition in Central Sports Administrative Organization. 4.The educational level would affect employees’ organizational change attitude in Central Sports Administrative Organization. 5.Employees’ organizational change cognition in Central Sports Administrative Organization had prediction on their attitude. According to the research results, this study suggests the main government reform organization of the Executive Yuan and Central Sports Administrative Organization should provide the multi-schemes for advertisement and establish communication paths between the organization and employees, to gather employees’ organizational change cognition. Through strengthening professional ability or the specialty transformation training, assist employees to adapt organizational change and promote the support of organizational change attitude.