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高雄縣市合併後組織文化認知之研究 = A Study of Kaohsi...

國立高雄大學政治法律學系碩士班

高雄縣市合併後組織文化認知之研究 = A Study of Kaohsiung City Organizational Culture after the Merger of Kaohsiung City and County

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	A Study of Kaohsiung City Organizational Culture after the Merger of Kaohsiung City and County
作者:	李宛珊,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2014[民103]
面頁冊數:	136面圖，表 : 30公分;
標題:	縣市合併
標題:	Merger of City and County
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/01666577423103809237
附註:	參考書目：面111-114
附註:	103年12月16日公開
摘要註:	本研究主要目的是在瞭解縣市合併後，高雄市政府員工的組織文化認知，並比較不同背景變項之間對組織文化認知上的差異。本研究係透過文獻探討、及問卷調查方式蒐集及分析資料，問卷調查是以高雄市政府一級機關以及區公所共900位員工為調查對象。以自編之「高雄市政府組織文化認知之調查問卷」為研究工具。問卷調查資料以SPSS19.0中文版電腦軟體之獨立樣本t檢定統計法進行資料處理。依據資料分析的結果，本研究獲得下列之結論：一、高雄市一級機關及區公所員工對組織文化的認知程度為正向的感覺，並以「同仁互動」這個構面的認知程度為佳。二、高雄市一級機關以及區公所員工，皆以40歲以上者、任主管職、年資16年以上者、獲得升遷者，對於組織文化的願景目標、領導管理以及工作條件的認知程度，都相對比較高。三、高雄市一級機關以及區公所員工，皆以40歲以下者、非任主管職、年資15年以下者，對於組織文化中同仁互動的認知程度，相對比較高。四、高雄市政府員工，以原任職於高雄市者，在組織文化中的各個構面皆有部分題項達到相對顯著性的差異，顯示原任職於高雄市者對於組織文化的認知相對較為良好。本研究針建議高雄市政府在工作條件的部分，增加對員工的授權，提供教育訓練，適度的調整組織職位。在組織文化的塑造部分，建議主管能夠進行指導，建立良好的溝通管道以及進行團隊合作，使組織文化能有良好循環。 The study is to discuss the organizational culture of the Kaohsiung City government employees after the merger of Kaohsiung City and County, and to compare the organizational culture cognition of different backgroud. The study applies literature review and questionnaire surveys to gather and analyze information. The questionnaire surveys target the 900 government employees at the first-level agencies and district offices of Kaohsiung City. The research tool used is the self-compiled questionnaire titled “Kaohsiung City employees’ cognition of the organizational culture”. The independent-samples test method is performed using the Chinese version of SPSS 19.0 statistical software to process the questionnaire data.The following conclusions were made from this study based on the results of data analysis:1. Employees at the first-level agencies and district offices of Kaohsiung City have a positive of cognition regarding organizational culture, of which the cognition level of “Interactions with colleagues” is the highest.2. The employees at the first-level agencies and district offices of Kaohsiung City at the age of 40 and above, with the position of director and 16 or more years of service, they have a higher cognition level of “vision and target”, “leadership and management” and “working conditions” regarding organizational culture.3. Employees at the first-level agencies and district offices of Kaohsiung City at the age of 40 and under, with non-supervisory and 15 years of seniority or less, they have a higher cognition level of “Interactions with colleagues” regarding organizational culture.4. Kaohsiung City Government employees worked at Kaohsiung City before had significantly different levels of organizational culture. They also have a higher cognition level regarding organizational culture..Based on the findings of these studies, specific suggestions were made regarding practical applications. Such as To empower, Provide employee training and transfer of personnel. Shaping organizational culture to provide guidance, promote teamwork and establish communication channels.

高雄縣市合併後組織文化認知之研究 = A Study of Kaohsiung City Organizational Culture after the Merger of Kaohsiung City and County
李, 宛珊

高雄縣市合併後組織文化認知之研究 = A Study of Kaohsiung City Organizational Culture after the Merger of Kaohsiung City and County / 李宛珊撰 - [高雄市] : 撰者, 2014[民103]. - 136面 ; 圖，表 ; 30公分.
參考書目：面111-114103年12月16日公開.
縣市合併Merger of City and County

高雄縣市合併後組織文化認知之研究 = A Study of Kaohsiung City Organizational Culture after the Merger of Kaohsiung City and County
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