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    题名: 組織文化與組織公共關係行為相關性探討
    作者: 陳蕙芬
    CHEN, HUI-FEN
    贡献者: 臧國仁
    吳靜吉
    ZANG, GUO-REN
    WU, JING-JI
    陳蕙芬
    CHEN, HUI-FEN
    关键词: 公共關係
    組織文化
    日期: 1992
    1991
    上传时间: 2016-05-02 15:12:04 (UTC+8)
    摘要: 本研究旨在瞭解組織公共關係行為模式與組織文化相關聯的情形。研究可分兩步驟：首先依美國學者古魯尼與杭特(Grunig & Hunt, 1984) 所提出的公關四模式量表，將由國內企業界所挑選出的十二家企業組織，依四模式運作特性區分為三種類型群，分別是：偏媒體宣傳模式群、偏雙向不對稱模式群和偏雙向對稱模式群。第二
    步驟是在三群中各找一家組織代表該行為模式（共計三家），依丁虹（民七十六年）發展的企業文化問卷，測度其企業文化。
    這十二家組織的選取方法是，根據中華徵信所民國七十六年所編「中華民國大型企業排名」，在服務業前一百大和製造業前一百五十大的名單中，調查其公關業務狀況，並據此選取已成立正式公關部室的包括聲寶等十二家企業。
    本研究所使用的統計方法包括集群分析，因素分析，單因子變異數分析，Ｆ考驗，ｔ考驗，雪費事後檢定，皮爾森相關和典型相關等。
    主要的研究結果如下：
    一．依ＳＡＳ套裝軟體中集群分析的群內最小變異法（華滋法），可將由國內企業界挑選出來的十二家組織分為三種類型群─「偏媒體宣傳模式」群，「偏雙向不對稱模式」群，和「偏雙向對稱模式」群。
    二．各群代表組織，組織文化各有其特性：
    甲公司（代表媒體宣傳模式）：
    公司實際的情況是，較偏向傳統式權威管理，不太重視個人生活和經驗，而員工從欲的情況是，傾向公司能有一種人本主義的導向，和主動影響法政環境的精神。
    乙公司（代表雙向不對稱模式）：
    公司實際的情況是，重視「具理想、務實際」的價值觀，偏向團隊參與式的管理方式，並不贊成要順從主管觀點；而員工所欲的情形是，對各個所欲的文化因素都有接近於「同意」的程度。
    丙公司（代表雙向對稱模式）：
    公司實際的情況是，偏向團隊參與式管理，重視「具理想、務實際」和「就事論事、追求創新」的精神，不贊成要順從主管觀點；員工所欲的情形是，傾向公司能有人本主義的導向和彈性分工，上級協調的精神。
    三、三家公司互相比較之下，結果發現：
    公司實際的情況是，除「就事論事、追求創新」和「主動影響法政環境」和「保專集權」因素外，其餘五個因素在不同的公司上都有顯著的差異。甲公司最傾向傳統式權威管理，最不「具理想、務實際」，最順從主管觀點。乙公司最傾向於「具理想、務實際」，最重視個人生活、經驗，丙公司最傾向於團隊參與式管理，最不重視個人生活、經驗。
    員工所欲的情況是，除「彈性分工、上級協調」因素外，其餘七個因素在不同的公司都有顯著的差異，且其差異均達0.01以上的顯著水準。乙公司最不重視「人本主義導向」，最「重視個人生活和經驗」和最重視「各盡本份」，較丙公司重視「秉公持」和「主動影響法政環境」。丙公司最不重視「理性權威」和「視人為工具」和「各盡本份」。
    四．當以公司為單位，作組織內員工組織文化因素與公關四模式之相關探討，簡單相關和典型相關的結果，顯示了都沒有相關。而由員工對公關模式的評分居中的趨勢看來，似乎可推測公司員工對公司公關運作的情形並不甚瞭解。
    五．為了瞭解公司內，員工與公關人員對公關看法有無差異，將各公司內員工與公關人員在四模式上的平均分作ｔ考驗，結果發現，只有甲公司（代表媒體宣傳模式）在媒體宣傳模式上，員工與公關人員有顯著差異。丙公司（代表雙向對稱模式）在雙向對稱模式上，員工與公關人員有顯著的差異。不一致的原因有兩種可能，除了員工對公關運作可能不甚瞭解之外，另一種可能是公關人員可能高估了自己的工作。
    最後，綜合研究結果加以討論並提出若干建議，以供進一步研究與實務界參考。
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