科技部專題研究計畫主持人
MOST 108-2410-H-218-008 -SSS
組織不公平與員工敬業度之關係–成就需求與主管成員交換之調節效果
The relationship between organizational injustice and work engagement- The moderating effects of need for achievement and leader-member exchange
科技部
Ministry of Science and Technology
南臺科技大學國際企業系
Department of International Business, Southern Taiwan University of Science and Technology
許竹君
Hsu, Chu-CHun
南臺科技大學國際企業系
Department of International Business, Southern Taiwan University of Science and Technology
許竹君
(06)2533131#5134
hsucc@stust.edu.tw
計畫執行期間起:2019-08-01
計畫執行期間迄:2020-12-31
2020-06-01
2020-12-31
臺灣公司之員工
1
003
01
分配公平、程序公平、成就需求、主管成員交換、員工敬業度
distributive injustice, procedural justice, need for achievement, leader-member exchange, work engagement
學者們將組織公平定義為:員工所認知組織內資源分配決策的公平程度,回顧組織公平的研究發現:員工所認知組織運作上的公平會增強員工敬業度,本研究以此為基礎進一步認為員工所認知的組織分配不公平和程序不公平會負面的影響員工敬業度;同時,上述的負向關係在員工的成就需求高的時候會減弱,在該員工與其主管的主管成員交換高的時候亦會減弱。本研究收集臺灣公司來自388份員工資料;經統計分析所得之實證結果支持本研究所提出之假設;並以此實證結果為基礎,對學術界和管理界提出相關建議。
Workers’ perceived fairness in organizational functioning can at least be classified into two types: distributive justice and procedural justice. Distributive justice refers to employees’ perception of the fairness of resource distribution in the workplace. Procedural justice refers to employees’ perception of fairness in the decision processes through which resources are allocated in the organization. Building on previous research findings, this research proposes that perceiving unfairness in organizational functioning and decision making will decrease an individual’s work engagement. Moreover, this research argues that the negative effect of perceived distributive injustice and procedural injustice on work engagement will be attenuated when the person’s need for achievement is high and when the person’s leader-member exchange is high. This research is performed through the questionnaire survey to the subjects of Taiwanese companies from 388 employees to empirically examine our hypotheses. Empirical results support the hypotheses of this study. Theoretical and managerial implications are provided also.
否,無直接識別資料
除檢查有無可識別個人身份資料外,另檢查個案編號是否重複、變項及選項數值說明是否與問卷一致或未被定義,發現前述狀況時,將於確認後協助修改。
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