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E89081
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工作壓力、領導行為、公平行為與員工效能之關係
Job Stress and Employee Effectiveness: The Moderation Effects of Organization Justice and Leadership Behavior
1.蔡啟通
1.Chi-Tung Tsai
1.銘傳大學企業管理學系
1.Department of Business Administration, Ming-Chuan University
001,002,003,004
1.銘傳大學企業管理學系
1.Department of Business Administration, Ming-Chuan 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):1999-08-01
A.14 計畫執行期間(訖):2000-07-31
2000-06-012000-07-31
A.16 收到日期:2000-11-03
2
台灣地區之企業現職員工且工作年資在一年以上者

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339

339
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C.2 聯絡日期:2000-11-18
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1.銘傳大學企業管理學系
1.Department of Business Administration, Ming-Chuan University
4
C.7 資料公開日期:0000-00-00
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008
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1.工作壓力
2.組織公平性
3.組織公民行為
4.組織承諾
5.領導行為
1.job stress
2.leadership behavior
3.organizational citizenship behavior
4.organizational commitment
5.organizational justice
本研究探討員工知覺的工作壓力與其效能(組織承諾及組織公民行為)的 關係。其次,本研究亦欲瞭解員工知覺的「組織公平性」及「主管的領導行為 」是否分別會對「員工的工作壓力與其效能之關係」產生干擾效果。本研究之 受測對象為台灣地區 41家民營企業之400位員工,實得有效問卷339份。結果 顯示民營企業員工的工作壓力愈高,則其對公司的承諾感愈低,也愈不會積極 表現出組織公民行為。員工知覺到之組織的「重視溝通與公正不阿」會對「員 工的工作壓力與組織公民行為的關係」產生顯著干擾效果。當組織之「重視溝 通與公正不阿」程度低時,員工的工作壓力與其表現出之組織公民行為呈顯著 負相關,亦即員工的工作壓力愈大,愈不會積極表現出組織公民行為;相對而 言,當組織之「重視溝通與公正不阿」程度高時,則員工的工作壓力高低與組 織公民行為較沒有關連。另外,員工知覺到之組織的「摒除關係與特權」亦會 對「員工的工作壓力與組織公民行為的關係」產生顯著干擾效果。當組織之「 摒除關係與特權」程度高時,則員工的工作壓力愈大,其愈不會積極表現出組 織公民行為;相對而言,當組織之「摒除關係與特權」程度低時,則員工的工 作壓力高低與組織公民行為較沒有關連。但是,員工知覺到之組織的「考績與 薪酬之公平」不會對「員工的工作壓力與組織公民行為的關係」產生顯著干擾 效果;此外,「組織公平性」不會對「員工的工作壓力與組織承諾之關係」產 生顯著干擾效果;再則,「主管的領導行為」亦不會對「員工的工作壓力與員 工效能之關係」產生顯著干擾效果。

The purpose of this research was to investigate the effects of subordinates' job stress on their organizational commitment and organizational citizenship behavior. In addition, the researcher also tried to explore whether (a) organization justice, and (b) supervisors' leadership behaviors have significant moderating effects on the relationship between subordinates' job stress and their effectiveness, respectively. In total, 400 employees from 41 Taiwanese private enterprises were surveyed. The major research finding were (1) The more the employees placed the importance on the job stress, the higher their organizational commitment was, and the more likely they performed organizational citizenship behaviors. (2) The organization justice had significant moderating effects on the relationship between the subordinates' job stress and their organizational citizenship behaviors. But, the organization justice had no significant moderating effects on the relationship between the subordinates' job stress and their organizational commitment. ( 3) The supervisors' leadership behaviors had no significant moderating effects on the relationship between the subordinates' job stress an their effectiveness (including organizational commitment and organizational citizenship behaviors).

D.16 完成檢誤日期:2003-07-10
D.17 預定釋出日期:0000-00-00
D.18 初次釋出日期:0000-00-00
D.19_1 最新版釋出日期:0000-00-00
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