組織精簡後工作滿意策略--以中油石化事業部林園廠為例

Strategy of Job Satisfaction after Organizational Downsizing--A Case Study About Taking CPC's Lin-yang Factory as an Example

本研究主要目的為探討在中油公司，員工決策參與、公平正義對於工作滿意的影響，兼論工作不安全感的中介效果，透過相關文獻回顧，共導出3項假設。在研究方法上，採取量化研究之問卷調查方法以中油石化事業部林園石化廠芳三組員工為研究母體對象，進行調查研究。本研究採實地發放問卷，共回收了105份問卷來作檢測分析，回收有效問卷105份回收率100%，以SPSS進行統計分析，並透過信度效度分析、因素分析、相關分析、迴歸分析進行實證分析。研究結果發現，除了員工決策參與、公平正義會對「工作滿意」產生正向影響外，員工決策參與、公平正義對「工作不安全感」產生負向影響。而「工作不安全感」會對「工作滿意」產生負向影響。員工決策參與、公平正義兩構念透過工作不安全感部分中介會對「工作滿意」產生正向影響。

The aim of this study was to explore the impact of employee work-change satisfaction on job satisfaction to the cpc. Furthermore ，we also discuss the mediating effect of job insecurity on the above-mentioned relationship. Extensive literature review was done to build up seven research hypotheses. The sample consisted of 105 staff of petrochemical business department and it used the survey （questionary） method to analyze the affect of employment. Our approach to test hypotheses was that of reliability analysis、validity analysis、relation、 multiple regression. Study results indicate job insecurity negatively affect job satisfaction . employee participative decision-making positively affect job satisfaction. fair justice positively affect job satisfaction. employee participative decision-making negatively affect job insecurity. fair justice negatively affect job insecurity .Besides， job insecurity partially mediates the relationship between antecedent（employee participative decision-making， fair justice） and outcome variable（job satisfaction ）.