The Research Of Corporate Culture, Organizational Changes And Organizational Commitment In Company A

21st century is an era full of heated competition for global telecom industry. How to adapt to the fast changing market environment and achieve a sustainable growth is a huge challenge for enterprises in today's telecom world. In every type of organization, human resource is the most important asset. Manpower has become a key success factor for a company in times of changes. Organizational commitment is the key factor that impacts on employees'attitude and behavior towards organizational changes; it can also be used to forecast employees'turnover intentions and overall performances. Thus, the study of organizational commitment in organizational changes is of significant importance. Moreover, research on the employees'attitude towards organizational changes is a good approach for HR managers to assist corporate change strategy.Human resource is a fundamental element that impacts organizational changes; corporate culture is an invisible driving force that influences the way employees behave in a whole. How corporate culture influences organizational changes is also an important subject that company executives should think over.This thesis intends to discuss and analyze the relationships amongst employees'organizational commitment, their attitude towards organizational changes, and corporate culture in the circumstance of organizational changes. Based on real case study, the thesis aims to provide references to enterprises and academic researches on relevant subjects.Hi-tech industry is a technology and capital-intensive industry, of which fast-changing is its most significant feature. This thesis reviewed the research and studies on the subjects of corporate culture, organizational change attitude and organizational commitment. Based on existing researches and scale tables, the questionnaire was developed. Then the author selected the just-merged telecom giant -- A company to conduct the demonstration research. Altogether 306 valid questionnaires were collected. The reliability analysis showed favorable internal consistency between questionnaire and the scale table. Based on this, the author summarized population statistics and conducted analysis of variance to discuss the differences of the variable factors in average. The author also conducted regression analysis to discuss the correlation amongst corporate culture, organizational change attitude, and organizational commitment to test the hypothesis.Finally, the author further analyzed the research, provided feasible suggestions to decision makers and discussed possible limitations of the research so as to pave way for future studies.