公營銀行在經營管理、財務會計與人事晉用等各方面均需依據法令規定限制或擔負政策性任務，以致在面對變化快速且競爭激烈的金融環境，難以維持其經營效率與競爭力。而近年來政府陸續採行金融機構整合、改革措施，希望能經由合併或公營銀行民營化之過程，提升公銀銀行經營規模、經營績效與競爭力，達成政府、銀行及員工三贏之境界。但就公營銀行員工而言，在這波金融環境遽變之衝擊下，可能面臨被裁員、轉派、減薪或工作負荷增加等不確定的工作變動。而這種對未來不確定性的預期心理，員工對未來工作之權益福利、工作內容、組織經營運作之認知，勢必將影響反應到員工工作行為上。
　　本研究以某公營銀行員工為研究對象，探討員工在面臨變革環境下，其對組織變革的認知與組織承諾、工作行為反應三構面之間的關係，同時依不同的個人屬性探討員工在各構面之之差異性，總計發出問卷830 份，回收有效問卷530 份。再經由因素分析、單因子變異數分析、相關分析、迴歸分析、LISREL等統計分析後，得到下列結果：一、不同個人屬性員工對組織變革認知與組織承諾、工作行為反應各構面部分因素有顯著差異.二員工其組織變革認知與組織承諾、工作行為反應具相關性。三、員工其組織變革認知對其工作行為反應並無顯著影響力。四、員工其組織變革認知加入組織承諾變項對其組織公民工作行為反應有顯著影響力，對組織退卻行為無顯著影響力。

　Facing the limitation of business management, government accounting, auditing and finance regulation, the state-owned banks are facing severe competition from the rapid change of finance environment, which causes the state-owned banks gradually to lose the efficiency and effectiveness of business management.
　Owing to the transnational and cross-business foreign banks landing in domestic financial market as well as local financial holding companies establishment in succession, the state-owned banks feel like to survive under the pressure of severe competition in such stern business environment.
　In recent years, government continually adopts a series of policies like financial institution integration and financial reform to make Taiwan Financial Frame sound. Furthermore, these policies are much expected to increase the capital size of state-owned banks, enhance business performance of agility, flexibility, adaptation and competitiveness through mergers, acquisitions, consolidations and privatization.
　As far as employees in the state-owned banks are concerned, most might suffer the long-term impact of the future uncertainty about employee lay-off, relocation, salary reduction and increasing job-load and so on under unexpected environment change. Undoubtedly, there will have a large influence on worker behavior. For example, employee cognition of oncoming work welfare, job responsibility and organizational operation. Accordingly, the main purpose of this study is to analyze and explore the correlation between employee’ cognition of organizational change and personal work behavior, when employee of a state-owned bank were faced the financial restructuring environment.
　This study was data mining from 830 state-owned employees. This research uses Factor analysis, Reliability test, Correlation analysis, Regression analysis, and LISREL to explore the relationships involved.
The results of research indicate as follows ：
1.Personal variables of employee have significant differences between organizational change cognition, organizational commitment and worker behavior toward organizational change.
2.Organizational change cognition of employee is correlated with organizational commitment and the response of employee work behavior in a state-owned bank.
3.Organizational change cognition of employee has no significant influence on employee work behavior in a state-owned bank.
4.Organizational change cognition of employee together with organizational commitment has the significant influence on organizational citizenship behavior, but no significant influence on the behavior of organizational retrograde.

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