| 摘要: | 國營事業民營化是近年來我國政府推動之重要政策之一，因此人力精簡就成了各事業提昇競爭力和強化企業體質的抉擇。然，人力精簡能否提昇企業績效卻是莫衷一是。許多國營事業在推動民營化人力精簡的過程中，員工對民營化的不信任，怕遭資遣，而產生不確定性及不安全感等的負面效果，失去了對組織認同感及工作的熱忱，以致績效不彰，因此探討人力精簡策略與組織認同是否有顯著的相關聯性，是為本研究動機之一。
另外，國營事業內有公務員及勞工兩種不同身分員工，公務員並兼具勞工身分適用公務員法及勞動基準法，勞工適用勞動基準法，不同屬性的員工，各適用不同法規，常會援引比較，容易產生不公平的感覺，因此探討僱用身分對人力精簡策略與組織認同是否具干擾效果，是為本研究動機之二。
本研究是透過便利抽樣的方式，以國營事業移轉民營單位為發放對象。共發出200份問卷，回收180份問卷，回收率為90%，經刪除無效問卷計28份，有效問卷計152份，有效回收率76%。
本研究發現人力精簡策略整體的規劃、程序公正以及視員工為長期資產對組織認同具正向影響關係，而不同僱用身分員工，在人力精簡策略程序公正上，與組織認同有顯著的干擾效果。因此，員工僱用身分的統一，有助於提升員工對組織的向心及凝聚力，願意積極付出及效命，並改變自己的行為來增強組織能力及無形資產的價值，使組織經人力精簡後能保持高度競爭的能力，達到民營化及永續經營目標。
The privatization of public enterprises in recent years, become one of the important policy of the Government. Therefore every organ of state must apply the principle of efficient and simple administration. The human streamlining enhances the enterprises to make this choice to promote the competitiveness and improve the enterprises phy-sique. Whereas, the human streamline was not undeniable to the enterprise perform-ance. However, employees mistrust the privatization of public enterprises, fear of being laid off, and produce the negative results, i.e. uncertainty and insecurity and the like. They lose organizational identity and working enthusiasm, in the process of human streamlining of many public utilities privatization didn’t make a remarkable achieve-ment as a result. Thus, whether a notable correlation, between the human streamline policy and organizational identification, is one of the motivations of this study.
In addition, the employment status in the state-owned enterprises differs into three. One is the civil servants, they got both civil servants and workers identities, enjoy the selection the better, beneficial right of civil servants law or labor standards law. One is the labor status, applicable labor standards law. The applications of the different laws of different employees in different identity, is not easy to have a fair deal; So, whether the interference effect produced among the three status of the employment policy on manpower streamline identity and organizational identification is the second motiva-tion of this study.
The secret sampling questionnaire was conducted to obtain the real thinking of on Privatization of National Enterprises. two hundred questionnaires were distributed and got one hundred eighty in this study; the return rate is 90%. twenty eight copies were ineffectual after filtering, only one hundred and fifty two copies can be analyzed in this studying which is 76% highly response rate。
The staff employed identity, the staff attitudes to privatization, of procedural fairness, there are notable interference effect. In a unified employment status, will help to in-crease the organization's cohesive forces, so that the staff would like to become a member of the enterprise, play a positive role and contributions, and change their own behaviors to enhance the organizational skills and values of intangible assets. Not only the staff survive itself unsustainably in the organization, but also preserve itself highly competitive abilities, The enterprises could ensure the competitive superiority at the human streamlined policy, but achieve both the privatization of public enterprises and sustainable business objectives. |
