English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 114205/145239 (79%)
Visitors : 52791029      Online Users : 320
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/146426


    Title: 組織公平對工作形塑和建言行為之影響:以工作退縮為中介變數
    The Impact of Organizational Justice on Job Crafting and Voicing Behavior: The Mediating Role of Job Withdrawal
    Authors: 張佳濠
    Jhang, Jia-Hao
    Contributors: 黃家齊
    張佳濠
    Jhang, Jia-Hao
    Keywords: 組織公平
    工作退縮
    工作形塑
    建言行為
    Date: 2023
    Issue Date: 2023-08-02 13:31:17 (UTC+8)
    Abstract: 本研究探討員工的組織公平對於工作退縮、工作形塑和建言行為的影響和表現關係,利用問卷調查法進行資料的彙整,採取階層式回歸分析和變異數分析等統計分析方法進行理論和實證的討論,研究實證結果如下:

    一、分配公平對於工作退縮的影響有顯著的負向關係,本研究透過數據分析揭示了分配公平對工作退縮有顯著的負向關係。當員工認為組織內部的資源分配公正,他們較少表現出工作退縮的行為。這一發現突顯了資源分配公平性在塑造員工工作態度及行為上的重要性,並指出維持公平的分配制度對於降低工作退縮現象的關鍵性。

    二、程序公平對預防性建言有顯著的正向關係,本研究證實,程序公平對工作形塑有顯著的正向影響。當員工感到組織的決策過程公正且透明,他們將更積極投入到工作形塑的活動中。這一發現強調了透明且公正的決策過程在提升員工的工作態度、工作滿意度以及工作效能上的重要作用。

    三、程序公平對預防性建言有顯著的正向關係,當員工認為組織的決策過程公正且透明時,他們更有可能提出對組織有益的預防性建言。這一正向關係不僅能夠提高組織的效率和效益,也有助於創建一種更健康和積極的工作環境。這一發現突顯了程序公平在促進員工的建言行為以及提升組織效能上的關鍵性。

    四、組織公平的三個構面當中,互動公平的平均分數最高,分配公平和程序公平的評分並列第二,顯示在組織中,員工對於個體與組織間互動的公平性感受最為強烈,其次為員工對資源分配的公平性和決策過程的公平性也持有相當程度的重視。

    五、個人屬性方面,研究發現相對於男性,女性在組織公平和建言行為的平均分數較低,而在工作退縮的平均分數則較高,此外也觀察到在職位等級較高的情況下,員工的工作退縮情況較少。這些發現顯示了一個重要的挑戰:對於企業來說,如何在職場上確保性別平等,並讓不同職位的員工都能得到公平的待遇和尊重,將是一項重要的任務。
    Reference: 中文文獻
    李旭梅、田曜誠(2017)。職場友誼與退卻行為之關係:以幸福感為中介因子。輔仁管理評論,24(3),41-56。

    施惠蘋(2021)。激勵因素、組織公平與組織公民行為之相關研究-以彰化縣幼兒園教保人員為例。彰化師範大學教育研究所教育創新與人力發展碩士論文。

    胡明嬛(2013)。護理人員角色壓力與專業承諾之關係研究-以組織支持為調節變項。國立高雄應用科技大學人力資源發展系碩士論文。

    張坤銘(2022)。組織公平知覺對工作投入、組織認同與績效表現影響之研究-以A健身中心為例。政治大學經營管理碩士學程碩士論文。

    戚樹誠、羅新興、梁欣光 、賴璽方、朱志傑(2016)。職場偏差行為之實證發現與展望:2000~2015 亞洲研究的回顧。臺大管理論叢,27(2),259-306。

    郭奕函(2019)。預期組織變革不確定感對工作退縮行為與時間竊盜影響之研究:以組織道德氣候為干擾變項。中山大學人力資源管理研究所碩士論文。

    陳冠年(2021)。核心自我評價對角色外顧客服務行為之影響:探討工作形塑之中介效果與職場友誼之調節效果。中正大學勞工關係學系碩士論文。

    陳彥如(2002)。職涯高原對工作滿意與員工建言行為關聯性之研究。大葉大學管理學院碩士論文。

    陳彥如(2020)。職涯高原對工作滿意與員工建言行為關聯性之研究。大葉大學管理學院碩士論文。

    蔡學維(2020)。家長式領導與工作形塑: 主管信任的調節觀點。中原大學企業管理學系學位論文。

    蕭婉鎔、黃同圳、林瑞娟(2009)績效管理制度與組織績效關係之探討。輔仁管理評論,16(1),19-36。

    謝欣諭(2022)。職場霸凌對外籍移工工作敬業心影響之研究:組織公平知覺與逆境商數調節效果分析。國立高雄科技大學人力資源發展系碩士論文。

    簡懿玟(2016)。組織公平與員工敬業心關係之研究:探討心理契約滿足之中介角色國立高雄應用科技大學人力資源發展系碩士論文。

    英文文獻
    Adams, J. S. (1963). Towards an understanding of inequity. The journal of abnormal and social psychology, 67(5), 422.

    Adams, J. S. (1965). Inequity in social exchange. In Advances in experimental social psychology (Vol. 2, pp. 267-299). Academic Press.

    Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human relations, 65(10), 1359-1378.

    Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational behavior and human decision processes, 86(2), 278-321.

    Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of management perspectives, 21(4), 34-48.

    Farrell, D. (1983). Exit, voice, loyalty, and neglect as responses to job dissatisfaction: A multidimensional scaling study. Academy of management journal, 26(4), 596-607.

    Fisher, C. D., & Ashkanasy, N. M. (2000). The emerging role of emotions in work life: An introduction. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 21(2), 123-129.

    Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of management, 16(2), 399-432.

    Hanisch, K. A., & Hulin, C. L. (1991). General attitudes and organizational withdrawal: An evaluation of a causal model. Journal of vocational behavior, 39(1), 110-128.

    Hirschman, A. O. (1970). Exit, Voice, and Loyalty: Responses to Decline
    in Firms, Organizations, and States (Vol. 25). Harvard university
    press.

    Hosmer, L. T., & Kiewitz, C. (2005). Organizational justice: A behavioral science concept with critical implications for business ethics and stakeholder theory. Business Ethics Quarterly, 15(1), 67-91.

    Harrison, D. A., Newman, D. A., & Roth, P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management journal, 49(2), 305-325.

    Judge, T. A., & Colquitt, J. A. (2004). Organizational justice and stress: the mediating role of work-family conflict. Journal of applied psychology, 89(3), 395.

    Lam, S. S., Schaubroeck, J., & Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: a cross‐national study. Journal of organizational behavior, 23(1), 1-18.

    Lamprakis, A., Alamani, K., Malliari, A., & Grivas, I. (2018). The organisational justice as a human resources management practice and its impact on employee engagement: The case of the prefecture of Attica (Greece). Scientific Annals of Economics and Business, 65(1), 65-79.

    LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of applied psychology, 83(6), 853.

    Liang, J., Farh, C. I., & Farh, J. L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management journal, 55(1), 71-92.

    Mazzetti, G., Lancioni, C., Derous, E., & Guglielmi, D. (2018). Tackling job insecurity: Can a boundaryless career orientation boost job crafting strategies and career competencies?. Psicologia sociale, 13(2), 129-146.

    Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied psychology, 63(4), 408.

    Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of applied psychology, 76(6), 845.

    Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. Academy of Management annals, 5(1), 373-412.

    Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management journal, 36(3), 527-556.

    Ng, T. W., & Feldman, D. C. (2012). Employee voice behavior: A meta‐analytic test of the conservation of resources framework. Journal of Organizational behavior, 33(2), 216-234.

    Pajo, K., Coetzer, A., & Guenole, N. (2010). Formal development opportunities and withdrawal behaviors by employees in small and medium‐sized enterprises. Journal of Small Business Management, 48(3), 281-301.

    Sora, B., Caballer, A., & García-Buades, E. (2018). Validation of a short form of Job Crafting Scale in a Spanish sample. The Spanish journal of psychology, 21, E51.

    Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82(3), 434-443.

    Tax, S. S., Brown, S. W., & Chandrashekaran, M. (1998). Customer evaluations of service complaint experiences: implications for relationship marketing. Journal of marketing, 62(2), 60-76.

    Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management journal, 41(1), 108-119.

    Wang, X., & Wang, H. (2017). How to survive mistreatment by customers: Employees’ work withdrawal and their coping resources. International Journal of Conflict Management, 28(4), 464–482.

    Wright, T. A., & Cropanzano, R. (1998). Emotional exhaustion as a predictor of job performance and voluntary turnover. Journal of applied psychology, 83(3), 486.

    Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of management review, 26(2), 179-201.
    Description: 碩士
    國立政治大學
    企業管理研究所(MBA學位學程)
    110363013
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0110363013
    Data Type: thesis
    Appears in Collections:[企業管理研究所(MBA學位學程)] 學位論文

    Files in This Item:

    File SizeFormat
    index.html0KbHTML2110View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback