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Title page for etd-0216104-204617


URN etd-0216104-204617 Statistics This thesis had been viewed 3089 times. Download 2418 times.
Author Show-Yeh Ho
Author's Email Address amy-ho@umail.hinet.net
Department Management Business Administration
Year 2003 Semester 1
Degree Master Type of Document Master's Thesis
Language zh-TW.Big5 Chinese Page Count 57
Title THE INFLUENCE OF EMPLOYEE COGNITION OF ORGANIZATIONAL CHANGES ON ORGANIZATIONAL COMMITMENT AND WORK STRESS IN TAIWAN’S BANKING INDUSTRY
Keyword
  • work stress
  • organizational commitment
  • organizational changes
  • organizational changes
  • organizational commitment
  • work stress
  • Abstract The global economy, increasing technological sophistication, and the rapid pace of innovation in the business marketplace have all contributed to organizational changes. Employees are faced with highly fluid work environments due to mergers, acquisitions, consolidations, or other organizational changes and new technologies that require constant skill upgrading. Most observers recognize that the increasing speed of organizational operations and the relative instability associated with technological change and globalization have thrown previously well-operated organizational system into chaos and have magnified the importance of agility, flexibility, and adaptation.
    The impetus to mergers and acquisitions among domestic financial institutions began with the deregulation and the establishment of new banks. Banks’ earning ability has suffered a large-scale decline as a result of gradual reduction in interest differentials, high homogeneity among financial products offered by various banks, and severe price competition. A large number of domestic commercial banks over rely on the market of existing products and lack the ability to innovate financially. They are thus obliged to merge with foreign banks or domestic financial institutions different in specialty. Taiwan banking industry is faced with a cataclysmic change after it joined WTO: the most obvious evidence is the establishment of banking holding company, as supported and encouraged by the government. The new trend is sure to heat up market competition. In response, more organizational changes will arise to enhance business performances.
    Based on field studies and literature review, this research will undertake to examine how employee cognition of organization changes will influence organizational commitment and work stress in the hope that suggestions can be made to banking management to help it facilitate organizational change. This study will also look at the moderating effects of different personal characteristics (gender, age, educational level, job tenure, and occupational level) and different group characteristics (bank variety, job content, and the experience of communication about organizational changes) on the relationship between the independent variable (employee cognition of organizational changes) and the two dependent variables (organizational commitment and work stress).
    The research subjects are employees of Banking Industry in Taipei; out of 355 questionnaires sent, the valid questionnaires returned is 207, at valid return rate of 59.1%. SPSS statistical software was used to process the data acquired. This research uses Reliability test, Simple correlation anaylsis, Hierarchical regression analysis, and Chi-square independent test and chi-square correlation test to explore the relationships involved.
    The major findings of the research are summarized as follows:
    1.First, this study confirms that the employee cognition of organizational changes in
    Taiwan’s banking industry is significantly related to their organizational commitment and work stress.A significant positive relationship was found to exist between employee cognition of organizational changes and organizational commitment and a significant positive relationship was found to exist between employee cognition of organizational changes and work stress.
    2. A significant influence relationship was found gender differences exist between employee cognition of organizational changes and work stress. This finding suggested that women may be more stressed than men in general because they take on additional responsibility when they have a job outside the home.
    3. A significant influence relationship was found age differences exist between employee cognition of organizational changes and organizational commitment. This finding responses the moment economic situation. The more order employees, the crisis of jobless will increase.
    4.A significant influence relationship was found bank variety difference exist between employee cognition of organizational changes and work stress. This finding also react the heated competition situation of Taiwan’s banking industry. The employees in local publicly bank will have more sense of belong than those who in local privately bank and foreign bank.
    5. Finally, the study found that the experience of communication about organizational change differences exist between employee cognition of organization changes and organizational commitment. This conclusion suggested that the organization has communicated with them will be more committed to the organization in the midst of a merger. As a result, leaders or managers should undertake initiatives to assess employee perceptions and attitude as early in the merger process as possible.
    In this study, the sample size is not big and only Banking Industry in Taipei was chosen as a survey target. The larger the sample size, the greater the power and the more sensitive the research in detecting the relationships under investigation. Subsequent studies could include samples of other financial institution or other area in Taiwan than those surveyed here.
    Advisor Committee
  • Hsin-hsiung Lin - advisor
  • Nan-hong Lin - co-chair
  • Wellington-k. Kuan - co-chair
  • Files indicate access worldwide
    Date of Defense 2004-01-01 Date of Submission 2004-02-16


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