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題名 | 公平性認知對組織成員工作滿意度與組織承諾影響之實證研究=The Effect of Perceived Justice on Organizational Members' Behavior: Using Job Satisfaction and Organizational Commitment as the Factors |
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作者 | 張瑞當; 徐漢祥; 倪豐裕; | 書刊名 | 中山管理評論 |
卷期 | 9:1 民90.春 |
頁次 | 頁135-163 |
分類號 | 494.3 |
關鍵詞 | 組織行為; 分配公平性; 程序公平性; 工作滿意度; 組織承諾; Organizational behavior; Distributive justice; Procedural justice; Job satisfaction; Organizational commitment; |
語文 | 中文(Chinese) |
中文摘要 | 本文主要目的是探討公平性的知覺對組織成員行為之影響,主因是近來公司員工的流動率漸高,而且類似的研究幾乎付之闕如。公平性的知覺分成分配公平性、程序公平性;而組織成員行為常用之變數則有工作滿意度與組織承諾。本研究所用之問卷測項均植基於文獻,研究資料得自326位實務界人士。經複合回歸分析發現分配公平性與程序公平性是可以被區分出來;在人力資本變項加以控制之後,分配公平性、程序公平性對組織成員的工作滿意度、組織承諾各有不同的影響力;確切地說,分配公平性對工作滿意度的預測力比程序公平性高,程序公平性對組織承諾的預測力比分配公平性高,此為本研究對我國管理學術與實務最重要的意涵。 |
英文摘要 | The purpose of the study was to determine the effect of perceived justice on members' behavior in the organizations. The reasons for such study were because companies have been suffering increasingly higher employee tumover rates and there has been little related research for such important topics in Taiwan. The perceived justice included distributive justice and procedural justice; and job satisfaction and organizational commitment were used to represent members' behavior. The questions in the questionnaire were developed from the literature and data were collected from 326 company employees. The resu1ts of multiple regression indicated that distributive justice and procedural justice could be differentiated c1earlyby subjects; and after controlling some human resource factors, they had different influences over job satisfaction and organizational commitment of auditors. Specifically, distributive justice had a better predictive value on job satisfaction than procedural justice, and procedural justice had a better predictive value on organizational commitment than distributive justice. The implication of the study was fully explored in the study. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。