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    題名: 公部門組織信任與組織公民行為關係之研究
    作者: 許道然
    貢獻者: 孫本初
    許道然
    關鍵詞: 信任
    組織信任
    組織公民行為
    社會交換理論
    心理契約
    逢迎
    日期: 2001
    上傳時間: 2009-09-18 17:02:24 (UTC+8)
    摘要: 本研究旨在探討組織信任和組織公民行為之間的關係。所謂組織信任乃組織成員對其主管和服務機關所抱持的一種認知和信念系統。它包括組織成員對主管工作能力的評價、對主管之行為舉止是否可靠或前後一致的認知，以及對組織中成員互動是否真誠、可靠的瞭解。至於組織公民行為則為組織成員自發性的一種對組織長期績效有益的利社會行為，這種行為除與組織的正式規範無關外，也不受組織中獎懲機制的約束。根據國內外零星的研究，組織信任和組織公民行為之間確有正相關存在。惟多數之實證調查均係以私部門為對象，甚少及於政府機關。且使用之量表亦以私部門之運作現況為基礎編製而成，因此無法完全顯現公部門組織運作的實況。
    本研究在整理和歸納國內外理論性和實證性文獻之後，除分別對組織信任和組織公民行為提出整合性及分析性的概念架構外，並進一
    步編製公部門組織公民行為量表。最後並以此新編量表作為測量工具
    ，檢驗我國行政院所屬一級部會非主管級公務員在組織信任和組織公民行為之間的關連性。在經由因素分析之後，組織信任得到「主管信任」和「機構信任」兩個因素，組織公民行為則得到「敬業」、「樂群」、「守分」、「忠誠」和「熱心」五個因素。而研究的結果則發現，組織信任和組織公民行為有顯著之中度正相關。另在組織信任各構面和組織公民行為各構面之間的關聯性分析方面，則發現除「機構信任」和「敬業」兩者為極弱度正相關，且缺乏顯著性外，其他變項之間都能達到顯著的正相關。
    此外，本研究亦探討七項人口變項（性別、年齡、教育程度、官等、擔任公職年資、在服務機關任職年資和薪資水準）和組織信任以及組織公民行為之間的關連性，結果發現此七項人口變項在整體組織信任和組織公民行為的表現上，均無顯著性差異存在。
    最後，本研究並根據研究發現提出討論，並分別從組織信任和組織公民行為兩個面向探討研究結果對公部門管理的涵義。同時，並從理論模式、研究方法和研究主題三方面提供後續研究之建議。

    第一章 緒論•••••••••••••••1
    第一節 研究動機與目的•••••••••••••••01
    第二節 研究方法••••••••••••••••••09
    第三節 研究範圍、研究流程與研究限制••••••••11
    第二章 文獻探討••••••••••••16
    第一節 組織信任之理論與實務之研究•••••••••16
    第二節 組織公民行為之理論與實務之研究•••••••56
    第三節 組織信任與組織公民行為關係文獻之探討••••97
    第三章 研究設計••••••••••••103
    第一節 研究架構與研究變項說明•••••••••••103
    第二節 研究問題與研究假設•••••••••••••107
    第三節 問卷設計••••••••••••••••••115
    第四節 研究調查過程••••••••••••••••128
    第四章 資料分析與結果討論•••••••133
    第一節 資料初步分析••••••••••••••••133
    第二節 組織信任與組織公民行為之關聯性分析•••••140
    第三節 人口變項與組織信任之關聯性分析•••••••152
    第四節 人口變項與組織公民行為之關聯性分析•••••160
    第五章 結論與建議••••••••••172
    第一節 結論••••••••••••••••••••173
    第二節 研究貢獻及對管理實務的涵義•••••••••190
    第三節 對後續研究之建議••••••••••••••201
    參考文獻•••••••••••••••204
    附錄：本研究所使用之問卷•••••••224
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    描述: 博士
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    公共行政研究所
    85256502
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