林務局組織文化之研究--以台東、東勢林區管理處為例

Abstract

本研究旨在探討林務局組織文化之現況，並剖析不同背景變項、不同受訪單位變項在組織文化上之差異性，並對不同背景變項在國民文化上的認知差異作分析，瞭解林務局國民文化與組織文化間之關係。本研究主要經由國內外組織文化與國民文化相關文獻探討，編製林務局「組織文化量表」和「國民文化量表」，採用問卷調查林務局本局、台東林區管理處、東勢林區管理處及所轄工作站之技術人員和士級人員，總共發出566份問卷，可使用問卷251份，回收率為44.3％。調查結果經卡方檢定、t檢定、變異數分析、多元迴歸分析等統計，進行資料分析與檢 定研究假設。根據問卷調查及資料分析的結果，主要獲得以下的發現和結論： 1.不同背景變項對國民文化和組織文化皆有顯著的差異存在，當中又以不同的年齡、年資、職等、職稱分別與國民文化和組織文化有顯著性的差異存在。 2.林務局本局和工作站在師徒制度導向上有共同的認知，因此，應以本局和工作站為分配新進成員時的優先單位，如此對提高林務局整體士氣和工作滿足感有所助益。 3.林管處並未有明顯的文化導向，而本局和工作站皆有其明顯的文化認知，其中本局在目標達成和民眾導向上的認知程度較高，工作站在各文化導向上，皆有高度的共同認知。 4.台東與東勢林區管理處僅在民眾導向上有顯著的差異存在，並未因為不同地區特性和工作任務不同而在有其特殊的組織文化。 5.工作站成員認為本身的意見與個人的問題並未為組織和上級所注重，上級大多只關注於工作方面的問題。 6.林務局國民文化對組織文化有預測作用，當中又以男性主義和長期導向分別對組織文化各導向的解釋能力最高。

The research intends to explore the diversification of organizational culture on the basis of personnel background and different units in Taiwan Forestry Bureau(TFB). It aims to analysis the diversification of national culture on the basis of personnel in TFB, and furthermore, to discuss the relationship between organizational culture and national culture. The method of questionnaire was adopted. Literature review was focus on organization culture and national culture in Taiwan, and a questionnaire on organizational culture and national culture of the TFB was designed. There were 251 usable responses (44.3％) rated as acceptable samples from the 566 target member in the Forestry Bureau, Taitung and Dongshih Forest District Offices and the ranger stations under Taitung and Dongshih Forest District Offices control. Statistical analysis of test including Chi-Square, T test, ANOVA and Multiple Regression were applied to data analysis and research hypothesis testing. The main findings of this research are as followed: 1. The variation of personnel background cause significant different in organizational culture and national culture. In public, ages, seniorities, positions, and professional positions, are to part cause significant different in organizational culture and national culture. 2. The master-oriented in the Forestry Bureau and ranger stations have common cognition. Therefore, Forestry Bureau and ranger stations are the precedence unit over Forest District Offices when TFB allot new employees and has the benefits to promote the whole morale and job satisfaction. 3. There is no obvious culture oriented in the Forest District Offices. But in the Forestry Bureau, it has obvious culture oriented that objective-oriented and public-oriented culture has the highest cognition degree and ranger stations. 4. Organizational culture in Taitung and Dongshih Forest District Offices shows diversification only in public-oriented. Therefore, the culture oriented cognition degree doesn't have the different regionalism and job task. 5. Employees in the ranger stations are common cognition that organization only interested in what people's working and just with less concern about the personal problems. 6. National culture of the Taiwan Forestry Bureau has predictability to its organizational culture. In public, National culture of masculinity-oriented and long-term orientation has the most predictability to organizational culture.