An Empirical Study of Relationships among Organizational Change Uncertainty, Perceived Organizational Support and Organizational Citizenship Behavior

[[abstract]]本研究主要目的在探討員工的組織變革不確定感、知覺組織支持與組織公民行為之間的關係，以及不確定感、組織支持的知覺與組織公民行為在員工特性的差異。本研究以行政院海岸巡防署海洋巡防總局的員工為研究對象，研究發現組織變革不確定感對於知覺組織支持有顯著的負向影響，知覺組織支持對於組織公民行為的正向影響則未達統計上的顯著性。本研究認為係因該總局工作特性與人員組成等因素有關。男性員工對於組織變革不確定感的感受程度高於女性員工。員工的知覺組織支持因年齡不同而有差異。教育程度越高，組織公民行為的表現程度越高。員工的知覺組織支持和因年資不同而有差異。因此，在組織改造的過程，管理者應藉由良好的溝通行為和透明的資訊傳遞，以降低變革所引發的不確定感，提昇員工對於組織支持的知覺，進而強化組織公民行為，逐步完成組織變革。 The purpose of this study is to investigate the relationships among employees’ organizational change uncertainty, perceived organizational support and organizational citizenship behaviors. This study also investigates the differences of organizational change uncertainty, perceived organizational support and organizational citizenship behaviors between characteristics of employees’ profile. The employees were sampled from Coastal Patrol Directorate General in the Coast Guard Administration. The research resultant is that the negative effect of employees’ organizational change uncertainty toward perceived organizational support is statistically significant. However, the positive effect of employee’s perceived organizational support toward organizational citizenship behaviors doesn’t reach statistical significance. The reason is probably because of attributes and the profile of employees. Organizational change uncertainty of male employees is more than that of female employees. Employees’ age shows a significant difference in perceived organizational support. The higher level of education results in the more organizational citizenship behaviors. Employees’ serving years shows significant differences in perceived organizational support and organizational citizenship behaviors. During the organization restructuring process, managers should lower employees’ organizational change uncertainty, improve perceived organizational support and enhance organizational citizenship behaviors by increasing better communication and information transparency. Then managers will complete organizational change gradually