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E88048
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004
組織公平對組織政治、組織承諾、工作滿足影響關係之研究
Effects of Procedural and Distributive Justice on Organizational Politics, Organizational Commitment and Job Satisfaction
1.陳義勝
1.Yie-sheng Chen
1.國立臺灣海洋大學航運管理學系
1.Department of Shipping and Transportation Management, National Taiwan Ocean University
001,002,003,004
1.國立臺灣海洋大學航運管理學系
1.Department of Shipping and Transportation Management, National Taiwan Ocean University
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):1998-08-01
A.14 計畫執行期間(訖):1999-07-31
1999-01-041999-04-30
A.16 收到日期:2000-06-05
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天下雜誌1998年6月公佈1000大製造業、100大金融業、500大服務業

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248


248
003
01
C.2 聯絡日期:2000-06-08
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1.國立臺灣海洋大學航運管理學系
1.Department of Shipping and Transportation Management, National Taiwan Ocean University
1
C.7 資料公開日期:1999-08-01
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008
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002
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1.工作滿意度
2.組織公平
3.組織承諾
4.組織信任
5.組織政治
1.Job Satisfaction
2.Organizational Commitment
3.Organizational Justice
4.Organizational Politics
5.Organizational Trust
組 織公平係指組織成員處於一種「社會交換」(Social exchange)的關係,藉由在組織中投入與結果的比較產生動機作用,進而影響成員的行為。組織公平可分為分配公平(Distributive justice)與程序公平(Procedural justice),而程序公平又可再分為結構面的(Structural)程序公平(Formal procedure)與人際面的(Interpersonal)互動公平(Interactive justice) (Greenberg,1990),目前對組織公平方面的研究大體上是以此三個構面來衡量。 本研究以組織公平對管理者信任對員工-管理者間信任的發展,建立組織中的「社會交換」模式,再加入組織政治行為、組織承諾及工作滿足的探討,建構一個完整 的組織公平理論模型,期對組織公平對於組織行為之影響關係更加瞭解。 研究結果顯示: 1.組織公平與管理者信任之間具有顯著正相關。 2.組織公平與組織政治行為之間具有顯著負相關。 3.組織公平與組織承諾之間具有顯著正相關。 4.組織公平與工作滿足之間具有顯著正相關。 5.管理者信任與組織政治行為具有顯著負相關,對於組織承諾及工作滿足之間則具有顯著正相關。 6.管理者信任可為組織公平與組織政治行為及工作滿足的中介變項,但對於組織公平與組織承諾之間則不具中介效果。

Regarding justice in work organizations, nothing that a social exchange relationship develops between employees and their supervisors. Employee will have different behavior by comparison of input and output in organizations. We examined three important factors to organizational justice, that is distributive justice, procedural justice, and interactive justice. The purpose of this study was to test the social exchange model in which organizational justice is central to the development of employees\' trust in their supervisor. The supervisor-employee relationship was the focus of our study because social exchange implies an informal contract between employees and their supervisor. The employee\'s political behavior within organization, organizational commitment and job satisfaction have related to trust in supervisor. Therefore, the purpose of this study is to test \"trust in supervisor\" as a mediator, and investigating mention the trust influenced by organizational justice and affect employee\'s political behavior, organizational commitment and job satisfaction advanced. The results of this study as follow: 1. Organizational justice is significantly positive related to trust in supervisor. 2. Organizational justice is significantly negative related to organizational political behavior. 3. Organizational justice is significantly positive related to organizational commitment. 4. Organizational justice is significantly positive related to job satisfaction. 5. Trust in supervisor is significantly negative related to organizational political behavior, but significantly positive related to organizational commitment and job satisfaction. 6. Trust in supervisor is a mediator between organizational justice and organizational political behavior and job satisfaction, but not between organization justice and organizational commitment.

D.16 完成檢誤日期:2001-02-05
D.17 預定釋出日期:2001-02-28
D.18 初次釋出日期:2001-02-28
D.19_1 最新版釋出日期:2001-02-28
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10.6141/TW-SRDA-E88048-1
追蹤清單
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