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| Title: | 組織偏袒氛圍對員工工作敬業的影響:工作中心性的調節效果
The influence of organizational favouritism climate on employee work engagement: The moderating effects of work centrality |
| Authors: | 何芳欣
Holder, Francine D. |
| Contributors: | 胡昌亞
Hu, Chang-ya
何芳欣
Francine D. Holder |
| Keywords: | 偏袒氛圍
組織正義
工作中心性
工作敬業
Favouritism climate
Organizational justice
Work centrality
Work engagement |
| Date: | 2023 |
| Issue Date: | 2023-08-02 13:45:45 (UTC+8) |
| Abstract: | An organizational favouritism climate can manifest through better compensation, more recognition, career advancement, and the allocation of more resources to favoured employees. A common view is that this differential treatment creates an atmosphere of conflict in the workplace and negatively affects employees’ work attitudes and behaviours. This research concept aims to explore mechanisms underlying the impact of employees` perception of an organizational favouritism climate on their work engagement. Drawing upon Adams’ equity theory, and social exchange theory, the study predicts that employee perception of organizational justice is undermined when they sense preferential treatment toward some employees. Such a sense of the organization’s unfavourable orientation would decrease employees’ work engagement. To test the hypotheses, a sample of 157 full-time workers was assessed. Contradicting expectations, employees who perceive a stronger organizational favouritism climate, also perceive a more just organization and were more likely to engage in their job. A plausible explanation for this finding is that 59.87% of respondents hold managerial positions, suggesting they have the capability to cope within an organizational favouritism climate due to greater authority and influence over their employment outcomes. Additionally, a notable observation is that a significant majority of the respondents, 70.7%, report work-centrality ratings above the average threshold. This indicates a high degree of intrinsic motivation facilitates the heightened engagement among respondents. Furthermore, work centrality emerges as an important psychological construct with significant moderating effects, strengthening the hypothesized relationships. Although an organizational favouritism climate can have detrimental effects, this study reveals a more nuanced and promising new research direction. Future studies could extend this line of research to include multiple routes through which favouritism may exert its influence, including direct, vicarious, and ambient impacts. The study discusses the theoretical contributions and managerial implications of the findings. |
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| Description: | 碩士
國立政治大學
國際經營管理英語碩士學位學程(IMBA)
110933062 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0110933062 |
| Data Type: | thesis |
| Appears in Collections: | [國際經營管理英語碩士學程IMBA] 學位論文
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