The Effects of Organizational Change on Job Satisfaction,Organizational Commitment and Organizational Performance—Evidence from the Taiwan Taoyuan International Airport Corporation.

碩士 === 國立成功大學 === 交通管理科學系 === 103 === Under the challenge of international competition mechanism, the airport privatization draws attention gradually, and most government-owned and operated businesses do not have advantages as before. In order to increase the operation initiatives of Taiwan Taoyu...

Full description

Bibliographic Details
Main Authors: En-TingLiu, 劉恩廷
Other Authors: Yu-Hern Chang
Format: Others
Language:zh-TW
Published: 2015
Online Access:http://ndltd.ncl.edu.tw/handle/25kz7g
Description
Summary:碩士 === 國立成功大學 === 交通管理科學系 === 103 === Under the challenge of international competition mechanism, the airport privatization draws attention gradually, and most government-owned and operated businesses do not have advantages as before. In order to increase the operation initiatives of Taiwan Taoyuan International Airport and improve the major competitiveness over the neighboring countries, Taiwan Taoyuan International Airport will conduct change of state-owned company, expecting to improve the organizational performance through the central management in the company. Taoyuan International Airport is the first corporatized airport in Taiwan. Through literature collection, The purpose of this study is to construct a model to examine “Organizational Change”, “Job Satisfaction”, “Organizational Commitment” and “Organizational Performance”. Taking 406 employees of Taiwan Taoyuan Air Station as the study subjects, the study performed the comprehensive questionnaire survey of the first stage in August, 2010. The factor analysis and Structural Equation Modeling(SEM) are used to validate six hypotheses proposed in this study. However, it has been four years since Taiwan Taoyuan Airport was corporatized. In order to learn the staff opinions after the organizational change, summarize and validate the results, it conducted in-depth expert interview of the second stage in December, 2014. The results of hypotheses show that the five paths of H1, H2, H3, H4 and H5 show significantly positive influence, while H5: “Job Satisfaction” does not show significant influence on the “organizational performance”. The mediating effect is validated based on above results. It indicates the organizational commitment has complete mediating effect between job satisfaction and organizational performance. Finally, according to the results of in-depth expert interview, it can be learned that the “promotion system” is the interference variable between job satisfaction and organizational performance. At last, it proposes the practical and theoretical connotations, as well as the follow-up study directions in details, which can provide reference for the subsequent study and airport management unit.