面對全球金融產業快速變遷，銀行業面臨的競爭壓力越來越大。公股銀行雖然擁有百年以上的歷史背景以及龐大的客戶資源，然而隨著政府對金融體系的開放，民營銀行的加入，已讓公股銀行的經營能力、獲利能力帶來了嚴峻的考驗。而組織績效是企業用來評價經營效益的重要指標，是由所有員工的努力而成，因此在高度競爭的銀行業更值得關注。
組織文化是員工互享的價值觀與行為準則，會決定公司的發展與價值，組織文化一旦被員工共同認可後，就會產生一種巨大的向心力和凝聚力，進而影響組織績效。另一方面，企業要先有滿意的員工才能創造出滿意的顧客，顧客的滿意才會帶來企業的營收，進而提昇企業的組織績效。因此本研究探討組織文化、員工滿意度與組織績效的關係。此外，本研究也關注國內公股銀行與民營銀行在組織文化、員工滿意度與組織績效的差異。
本研究以銀行業的員工為研究對象，共發出200份問卷，排除無效問卷36份，最後回收有效問卷164份，有效問卷回收率為82%。本研究採用描述性統計、信度分析、相關分析、迴歸分析及中介分析等統計方法進行問卷分析。結果顯示：
(一)不同職位的銀行員工在在組織文化、員工滿意度與組織績效的看法上有顯著差異。
(二)不同銀行類型的銀行員工在組織文化、外在員工滿意度與組織績效的看法上有顯著差異。
(三)不同教育程度在財務績效的看法上有顯著差異。
(四)不同年薪在財務績效的看法上有顯著差異。
(五)不同年資在一致型組織文化的看法上有顯著差異。
(六)參與型、一致型之組織文化正向顯著影響員工內、外在滿意。
(七)學習型、使命之組織文化以及員工內、外在滿意正向顯著影響創新績效。
(八)學習型之組織文化正向顯著影響客戶績效與財務績效。
(九)員工滿意度在組織文化與組織績效之間具有部分中介效果
最後，本研究針對研究結果，對公股銀行與民營銀行提出相關的建議。

With the rapid changes in the global financial industry, the banking industry is facing increasing competitive pressure. Although state-owned banks have a history of more than 100 years and have a large customer base, with the opening of the government's financial system and the entry of private banks, the operational capabilities, and profitability of state-owned banks have brought severe challenges. Organizational performance is an important indicator used by an enterprise to evaluate operating efficiency. It is composed of the efforts of all employees. Therefore, it is more worthy of attention in the highly competitive banking industry.
Organizational culture is a value and code of conduct shared by employees, which determines the development and value of the company. Once employees recognize the organizational culture, it will produce huge centripetal force and cohesion, which will affect organizational performance. On the other hand, companies must have satisfied employees before they can create satisfied customers. Customer satisfaction will bring the company's revenue, and then improve the company's organizational performance. Therefore, this study explores the relationship between organizational culture, employee satisfaction, and organizational performance. In addition, this research also pays attention to the differences in organizational culture, employee satisfaction, and organizational performance between domestic official stock banks and private banks.
This study took employees in the banking industry as the research object and sent out 200 questionnaires. Excluding 36 invalid questionnaires, 164 valid questionnaires were finally recovered, and the effective questionnaire recovery rate was 82%. This study used statistical methods such as descriptive statistics, reliability analysis, correlation analysis, regression analysis, and mediation effect analysis to conduct questionnaire survey analysis. The results show that:
(1) Bank employees of different positions had significant differences in their views on organizational culture, employee satisfaction, and organizational performance.
(2) Bank employees of different types of banks had significant differences in their understanding of organizational culture, employee satisfaction, and organizational performance.
(3) Bank employees of different education level had significant differences in their views on financial performance.
(4) Bank employees of different annual salary had significant differences in their views on financial performance.
(5) Bank employees of different seniority had significant differences in their views on consistent organizational culture.
(6) Participatory and consistent organizational culture positively significantly affected the internal and external satisfaction of employees.
(7) The organizational culture of learning, mission, and internal and external satisfaction of employees had a positive impact on innovation performance.
(8) The learning based organizational culture had a positive impact on customer performance and financial performance.
(9) Employee satisfaction had a partial mediating effect between organizational culture and organizational performance.
Finally, based on the results of the research, relevant recommendations were made to state-owned banks and private banks.

論文審定書 i
謝詞 ii
中文摘要 iv
英文摘要 vi
目錄 viii
圖目錄 x
表目錄 xi
第一章　緒論 1
第一節　研究背景 1
第二節　研究動機 4
第三節　研究目的 7
第四節　研究流程 8
第二章　文獻探討 9
第一節　組織文化 9
第二節　員工滿意度 16
第三節　組織績效 21
第四節　研究變項的相關研究 25
第三章　研究方法 27
第一節　研究架構 27
第二節　研究假設 28
第三節　研究變項之說明 30
第四節　研究對象 34
第五節　資料處理與分析方法 35
第四章　研究結果 37
第一節　樣本結構分析 37
第二節　描述性統計 39
第三節　信度分析 42
第四節　相關分析 43
第五節　迴歸分析 45
第六節　中介分析 50
第七節　t檢定分析 51
第八節　變異數分析 63
第五章 結論與建議 69
第一節 研究結論 69
第二節 研究建議 78
第三節 未來研究建議 80
參考文獻 82
附錄、問卷 92

台灣金融監督管理委員會銀行局
搜尋日期：2020/9/1。(2020)。取自：https://www.banking.gov.tw/ch/index.jsp
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