組織變革不確定感、組織變革壓力、知覺組織支持與組織公民行為關係之研究－以L銀行為例

Abstract

在雲端科技日漸發達的情況下，數位金融化的浪潮正席捲全球。金融業在此潮流衝擊下，各家銀行若不盡早搭上這班車，面對市場的激烈競爭，等到趨勢浪潮來襲時，可能會對組織造成更大的衝擊，因此，如何加速提升營運效率及競爭力將變革行動內化為一種競爭優勢，實為刻不容緩的重要課題。 本研究主要目的為探討數位金融化推動下銀行業(1)組織變革不確定感與組織變革壓力之間的關聯，(2)組織變革壓力與組織公民行為之間的關聯，及(3)知覺組織支持對組織變革壓力與組織公民行為之關係的調節效果。本研究以L銀行職員作為研究對象，回收有效問卷302份，資料分析獲得結果：(1)員工對「角色負荷」、「角色衝突」、「資源減少」的認知與憂慮「變革後工作流程及人際關係」有顯著的正相關，(2)員工對「工作不安全」、「角色負荷」、「資源減少」的認知與憂慮「變革後的職位異動及個人前程發展」有顯著的正相關，(3)員工憂慮「變革後工作流程及人際關係」與「個人組織公民行為」、「組織間組織公民行為」有顯著的負相關，(4)「知覺組織支持」對「組織變革壓力」與「組織公民行為」產生調節效果。The gradual improvement of technology and the e-finance trend that is sweeping the world has had quite an impact on the financial industry. If a bank fails to catch up with this trend and to face the fierce competition in the financial market, its organization would also be heavily impacted by the change in the business environment. For this reason, the ability to increase operational efficiency and competitiveness and to be able to channel this power into an advantage for the bank during this revolution has become vital for financial institutions. By the above discussions, the main purposes of this research are as follows (1) the correlation between organizational change uncertainty and organizational change stress (2) the correlation between organizational change stress and organizational citizenship behavior (3) the regulating effect of perceived organizational support on organizational change stress and organizational citizenship behavior for a bank during the era of e-finance. The employees of Bank L were used as objects of the research, and the following conclusions were reached after sampling 302 effective surveys: (1) a positive correlation exists between the perception of role capacity, role conflict, reduction in resources and concern over work process and human relationship after organizational change (2) a positive correlation exists between the perception of work uncertainty, role capacity, resources reduction and the concern of position change and personal development after organization change (3) a negative correlation exists between concern over work process and human relationship after organizational change and organizational citizenship behavior-individuals , organizational citizenship behavior-organization (4) perceived organizational support has a moderating effect on organizational change stress and organizational citizenship behavior.