Title page for etd-0701109-144006


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URN etd-0701109-144006
Author Ting-hsien Ho
Author's Email Address No Public.
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Department Human Resource Management
Year 2008
Semester 2
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title A study of employees' readiness for organizational change, positive psychological capital, perceived organizational support and organizational change resistance
Date of Defense 2009-06-20
Page Count 96
Keyword
  • Positive Psychological Capital
  • Readiness for Organizational Change
  • Perceived Organizational Support
  • Resistance to Organizational Change
  • Abstract The purpose of the study is to explore the relationship between employees’ perceived organizational support, positive psychological capital, readiness for organizational change and resistance to organizational change. The total valid sample consisted of 188 employees from companies in manufacturing industry, which was undergoing change. The data from matched supervisor and subordinate (a 1:4 supervisor -subordinate ratio) responses was analyzed by factor analysis, reliability analysis, and measured by LISREL model to examine the relationship among the constructs. Results showed that employees’ readiness for organizational change had direct effects on their resistance to organizational change, and indicated that readiness for organizational change fully mediated the relationships between perceived organizational support and resistance to organizational change. In addition, readiness for organizational change fully mediated the relationships between positive psychological capital and resistance to organizational change as well. However, neither perceived organizational support nor positive psychological capital had direct effect on employees’ resistance to change. Finally the study provided three suggestions for companies. Firstly, good communication environment and change-supporting culture should be constructed. Secondly, companies could build the competency index including positive psychological capital and implement it into HRM practice, such as recruitment, selecting, and training. Thirdly, employees’ perceived organizational support could be cultivated by providing employees the employee assistance program.
    Advisory Committee
  • Jaw, Bih-Shiaw - chair
  • Wang, Yu-Ping - co-chair
  • Yu, Ming-Chu - advisor
  • Files
  • etd-0701109-144006.pdf
  • indicate accessible in a year
    Date of Submission 2009-07-01

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