二十一世紀影響台灣金融最重要的事，莫過於許多金融法案的通過，並提供誘因使銀行自願合併，希望藉著合併可以舒緩因銀行家數過多，競爭過於激烈的情況；2001年6月28日立法院三讀通過金融控股公司法，金融控股公司法的成立，鼓勵成員內的子公司進行交叉行銷，提高手續費收入，金控法實施後，對台灣金融版圖產生不小的震撼，政府希望藉金控法的推動鼓勵金融業者合併。而金控公司為降低人事成本，預計未來會大幅精簡人力，本研究期望能由下而上，從銀行員工的角度探討金控成立後對工作之滿意程度，提供予管理者作為參考。

本研究從人力資源面，來探討金控公司成立後，員工對其銀行之滿意度。而研究對象及研究範圍，主要從高雄市已成立金控之銀行為主要研究對象，針對銀行員工以隨機抽樣方式進行員工滿意度研究。本研究採用問卷調查法，問卷之設計、問卷之建構，除引用相關文獻的探討外，並參酌相關產業界之意見及各銀行的組織氣候調查表，歸納及選擇衡量指標，信度分析檢定採用Cronbach's α係數，來檢定量表內部一致性程度及其穩定性。研擬初步評量構面與量表題目，經因素分析後得到正式問卷。並以典型相關分析，驗證量表的相關性，運用統計分析方法交叉表作差異分析。透過上述驗證結果確認量表信度，再以二階段之集群分析，進一步分析金融控股公司成立後，其銀行員工滿意度差異之原因。

針對金控公司所屬之銀行員工之滿意度研究發現，目前銀行組織文化以支持進取式文化為主，創新式文化為次，少有官僚式文化；而工作特性部份為當銀行員工對自己的工作愈具有自主能力，其對於本身能力與同事友誼之工作滿意程度愈高。

The most important impact on Taiwan Financial Industry of the 21st century is the legislation of many new financial acts to induce consequential merge of the banks. Hopefully, this merge may be able to diminish an over competitive situation from too many banks in Taiwan. On June 28, 2001, the Legislative Yuan of Taiwan passed the Financial Holding Company Law. This law encourages the subsidiaries of a holding company to do cross sales and to increase income from service charges. What the government promoted was bank merge, while after this Financial Holding Company Law being enacted; the original financial territory was deeply shacked. To cut down employment costs, these financial holding companies are expected to layoff many workers in the near future. This thesis is trying bottom up from the bank employee’s point of view to research their work satisfaction after the financial bolding companies being incorporated and to provide the company executives a good reference.

This research takes the human resource issues to study the employee satisfaction towards his/her employ banks after the financial holding companies incorporated. The targeted sample and area are banks under financial holding companies in Kaohsiung city. A random sampling survey was held among these banks’ employee. This research used questionnaire survey. This questionnaire was generalized and the evaluation index was chosen from volumes of reference papers and the comments of the experts in bank industry and also referred to different bank organization atmosphere checklists. The validity analysis was qualified by Cronbach’s α to check the unity and stability of the related factors. After a draft questionnaire was pre-tested and experimented, the formal one was confirmed and distributed. The collected effective answers was analyzed by canonical correlation to testify the relationship of the scales, then, a statistical method was used to do differentiation analysis. Through the above probation, the validity of the scale was confirmed and two stages of cluster analysis was then executed to find out the reason of the bank employee satisfaction difference before and after the financial holding companies’ incorporation.

The result of this research supports that current bank organization culture is mostly aggressive, then renovate while few bureaucratic. About work characteristics, when a bank employee has more self-determine power, he is more satisfied with his own capability and the friendship of his colleagues.

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