領導行為對於員工的組織公平認知與工作滿意度之影響－以主管與部屬交換理論觀點探討

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蔡書妮(Shu-Ni Cai) 查詢紙本館藏

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論文名稱

領導行為對於員工的組織公平認知與工作滿意度之影響－以主管與部屬交換理論觀點探討

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摘要(中)

過去的研究發現，工作滿意度愈高的員工，其對於組織的承諾感及其本身的工作績效也會愈高，且也將促進員工從事更多的組織公民行為，並降低離職意願。研究結果證實領導方式確實會影響員工的工作滿意度，且也會對其組織公平的認知造成影響。
　　本研究以主管與部屬交換關係理論觀點，探討領導行為是否會對於員工的組織公平認知與工作滿意度產生影響，且更進一步地探討領導行為是否會透過員工的組織公平認知之中介而對其工作滿意度產生影響。
　　研究的實證結果如下：
1.主管與部屬交換關係品質對於員工的分配公平認知程度、程序公平認知程度皆有正向的影響關係。
2.主管與部屬交換關係品質對於員工的工作滿意度有正向的影響關係。
3.員工的分配公平認知程度、程序公平認知程度皆對於工作滿意度有正向的影響關係。
4.主管與部屬交換關係品質會透過員工的分配公平認知程度與程序公平認知程度進而影響其工作滿意度。

關鍵字(中)

★ 主管與部屬交換理論
★ 組織公平認知
★ 分配公平
★ 程序公平
★ 工作滿意度

關鍵字(英)

論文目次

目錄
第一章緒論................................................................. 1
第一節研究動機............................................................. 1
第二節研究目的............................................................. 2
第三節研究流程............................................................. 3
第二章文獻探討............................................................. 4
第一節主管與部屬交換關係理論............................................... 4
第二節組織公平認知......................................................... 9
第三節工作滿意度...........................................................17
第四節 LMX理論、組織公平認知與工作滿意度之相關研究..........................22
第三章研究方法.............................................................25
第一節研究架構.............................................................25
第二節研究變項的操作性定義.................................................26
第三節研究方法.............................................................27
第四節資料分析方法.........................................................29
第四章資料分析與結果.......................................................30
第一節描述性統計分析.......................................................30
第二節信度與效度分析.......................................................32
第三節線性結構方程模式.....................................................35
第四節統計結果.............................................................44
第五章結論與建議...........................................................47
第一節研究結論.............................................................47
第二節研究建議.............................................................48
第三節研究限制.............................................................49
第四節後續研究建議.........................................................49
參考文獻 ....................................................................51
附錄一：正式問卷 58

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指導教授

陳春希(Chun-Hsi Chen)

審核日期

2005-7-24

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