电信自由化影响.docVIP

PAGE PAGE 1 電信自由化影響?變遷環境下員工人力資源管理制度知覺、工作滿足與組織忠誠關係研究—台灣電信民營化後實證 Are the Telecom Privatization impact ? An Empirical Study of the Relationships among Employees’ Perception of HRM System, Job Satisfaction, and Organizational Loyalty after the Privatization of Taiwanese Telecom Corporations in the OrganizationChanging 王明坤Ming-Kuen Wang* 摘　要 　　本研究旨在對電信產業提出整合架構，以HRM制度知覺為前因變數、連結工作滿足與組織忠誠構念，以台灣區全面自由化後三大電信公司中華電信、遠傳電信（合併和信電信），台哥大電信（合併泛亞、東信電信）等有效回收樣本815位員工為對象實證研究，探討各構念對組織忠誠的影響效果。依據結構方程模式結果發現，經過環境劇變(電信自由化)的電信科技產業，員工價值觀已顯著改變，傳統HRM發展制度、維持制度已不再積極有效影響員工的「組織忠誠」，員工重視酬償制度知覺實質效果。三大電信公司員工咸知覺個人對組織忠誠貢獻得分，大於個人知覺對公司所提供人管制度、工作滿足的得分，形成組織中「貢獻與滿足的不平衡」；不同電信公司員工對HRM制度知覺、工作滿足、組織忠誠之間具有顯著差異; 電信公司HRM發展、酬賞、維持制度知覺顯著影響工作滿足，工作滿足具有中介效果。本研究之input可提供自由化後電信產業經營者建立有效招募系統資訊，員工價值觀改變資訊可提供台灣電信產業建構績效評核子功能的關鍵因素。 關鍵詞：人力資源管理制度知覺、工作滿足、組織忠誠 ABSTRACT A major aim of this paper is to explain the relationship among employee’s perception of HRM system, job satisfaction and organizational loyalty after the privatization in Taiwan Telecommunication industry. The samples were collected from the employee’s of Chunghwa Telecom Co., Ltd. Fare Eastone Telecom Co., Ltd. and Taiwan Mobility Telecom Co., Ltd. A total of 815 valid subjects have been received. Our findings reveal that the management environment changes of telecom industry have resulted in the changes and transformation of telecom employee’s work value. Traditional HRM promotion and maintenance system no longer affects employee’s loyalty, they tend to act on short-term relationships,and the organizational loyalty is driven principally by reward system in other words,employees place more stress on the aspect of “receiving” or “benefit” in the transactions. In reaffirming the key role of job satisfaction affects organizational loyalty. Useful imput is provided for managers who are seeking to develop effective recruiting system with telecom industry. This paper also enriches existing work values studies and organizational changes point for future research concer