購併後變革活動、組織正義與員工態度

After-merger Change Practices, Organizational Justice, and Employee Attitudes

10.6147/JHRM.2006.0603.01

黃正雄(Cheng-Shung Huang)

組織正義 ； 變革活動 ； 情緒耗竭 ； 情感性承諾 ； organizational justice ； change activity ； emotional exhaustion ； affective organizational commitment

人力資源管理學報

6卷3期（2006 / 09 / 01）

1 - 21

繁體中文

企業購併後的變革整合活動成敗，「人」的因素為其關鍵。有鑑於組織正義在變革領域中的研究仍未將變革手段與員工正義知覺同時納入研究考量，本研究探討變革活動中求變意識、溝通參與，以及支持性體制三活動因素是否影響員工的正義知覺、情感性承諾與情緒耗竭。研究結果顯示，企業變革努力中的求變意識、支持性體制，以及組織正義（分配正義與程序正義）對情感性承諾有有顯著的預測作用，而且程序正義比分配正義對情感承諾的預測作用較大；分配正義對情緒耗竭有負向的預測作用，而程序正義對情緒耗竭則無預測作用。而且分配正義對情緒耗竭的影響力顯然比對情感性承諾的影響力要大。本研究的理論與實務意涵探討如後。

Employees are the factor central to change success. Planned Change laid stress on needs for a change, employee involvement, feedback, and change-related training to eliminate the barrier to implement a change. In recent years, however, the perspective of organizational justice in change research is merging. This study intended to verify how the change activity and organizational justice affected employee commitment and burnout. The results showed that the need for a change, supportive system, and procedure justice were the positive predictors for affective commitment. Procedure justice is much more weighted than distributive justice is to predict organizational commitment. Besides, distributive justice was the negative predictor for emotional exhaustion. The implications were considered thereafter.

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