博碩士論文 101421004 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:13 、訪客IP:54.91.41.87
姓名 林弘儒(Hung-ju Lin)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 真誠領導對員工的組織公平認知、 組織承諾與助人行為之影響
相關論文
★ 證券公司財務比率與股價關係之探討—以三家證券公司為例★ 主管與部屬交換關係品質、心理賦能對員工工作滿足之影響─內外控人格干擾效果之探討
★ 轉換型領導、團隊凝聚力、信任與組織公民行為之相關研究-以研發人員為例★ 跨國企業之供應商評選與管理–以A公司為例
★ 新產品開發流程及績效評估 – 以某電感製造廠M公司為例★ 主管與部屬交換關係對員工工作績效與組織公民行為之影響—以員工心理賦能為中介效果
★ 領導部屬交換關係、工作角色感知與工作績效之研究★ 工作角色感知、負向回饋探詢行為與工作績效之研究
★ 領導與部屬交換關係、組織公平知覺對員工的幫助行為意願與組織承諾之影響 — 以中國華東地區電子廠商為例★ 人格特質與心理契約對員工組織承諾與離職傾向之影響-以旅館飯店業為例
★ 人格特質、工作壓力、工作投入與組織公民行為之相關研究-以警政人員為研究對象★ 領導與部屬交換關係、信任、上司支持與組織公民行為之相關研究-以醫護人員為例
★ 面試情境之個人與組織契合度知覺對工作錄取決定之影響★ 企業履行社會責任對於員工工作滿意度和組織承諾以及工作績效之影響
★ 以多層次觀點探討群體互賴與組織公民行為之關係:群體凝聚力的中介影響★ 後進者技術獲取模式之研究─以LED與太陽能產業為例
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   至系統瀏覽論文 (2019-8-27以後開放)
摘要(中) 本研究以真誠領導理論觀點,探討主管的領導行為對於員工的組織公平認知、組織承諾與助人行為的影響。研究結果證實真誠領導與分配公平、程序公平、互動公平、組織承諾與幫助行為等有正向的關係。分配與程序公平與組織承諾有正向的關係。此外,分配公平對員工的助人行為有正向的關聯。本研究依研究結果提出未來研究之建議及管理實務之意涵。
摘要(英) This study explores the effect of authentic leadership on employees’ perception of organizational justice, organizational commitment, and helping behavior. It is found that authentic leadership is positively related to distributive justice, procedural justice, interactional justice, organizational commitment, and helping behavior. It is also found that both distributive justice and procedural justice are positively related to organizational commitment. In addition, distributive justice is positively related to helping behavior. Managerial implications and suggestions for future research are thus discussed.
關鍵字(中) ★ 真誠領導
★ 組織公平
★ 助人行為
★ 組織承諾
關鍵字(英) ★ authentic leadership
★ organizational justice
★ helping behavior
★ organizational commitment
論文目次 第一章 緒論.................................................................................................................1
第一節 研究動機.................................................................................................1
第二節 研究目的.................................................................................................3
第三節 研究流程.................................................................................................4
第二章 文獻探討.........................................................................................................5
第一節 真誠領導….…………………………………….……………………. .5
第二節 組織公平……........................................................................................10
第三節 組織承諾…............................................................................................17
第四節 助人行為................................................................................................19
第三章 研究方法........................................................................................................21
第一節 研究架構................................................................................................21
第二節 研究變項之測量....................................................................................22
第三節 結構方程模型........................................................................................24
第四節 抽樣與資料分析方法............................................................................28
第四章 資料分析與結果............................................................................................29
第一節 研究樣本資料分析................................................................................29
第二節 測量模型之評估....................................................................................33
第三節 結構模型之評估....................................................................................38
第四節 研究假設檢驗........................................................................................41
第五章 結論與建議....................................................................................................43
第一節 研究結果................................................................................................43
第二節 管理意涵................................................................................................45
第三節 研究限制與未來研究建議....................................................................46
參考文獻 ....................................................................................................................47
附錄:正式問卷 ........................................................................................................56
參考文獻 林淑姬、樊景立、吳靜吉、司徒達賢(1994)。薪酬公平、程序公正與組織承諾、 組織公民行為關係之研究。管理評論,13(2),87-108。

莊璦嘉(2003)。個人與工作適配以及個人與組織適配對工作行為之影響-以顧 客服務人員為例,國科會專案研究計畫成果報告。

Adams, J.S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.

Alderfer, C.P. (1972). Existence Relatedness and Growth Need in Organizational Setting. New York: The Free Press.

Alexander, S. & Ruderman, M. (1987). The role of procedural and distributive
justice in organizational behavior. Social Justice Research, 1, 177-198.

Ambrose, M.L., & Schminke, M. (2003). Organization structure as a moderator of
the relationship between procedural justice, interactional justice, POS and supervisory trust. Journal of Applied Psychology, 88, 295-305.

Anderson, J.C., & Gerbing, D.W. (1984). The effects of sampling error on
convergence, improper solution and goodness-of-fit indices for maximum likelihood confirmatory factor analysis. Psychometrika, 49, 155-173.

Avolio, B.J. (2005). Leadership Development in Balance: Made/Born. Mahwah, NJ: Lawrence Earlbaum Associates.

Avolio, B.J., Gardner, W.L., Walumbwa, F.O., Luthans, F., & May, D.R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15, 801-823.

Avolio, B.J., Luthans, F., & Walumba, F.O. (2004). Authentic leadership: Theory building for veritable sustained performance. Working paper: Gallup Leadership Institute, University of Nebraska-Lincoln.

Bartol, K.M. (1983). Turnover among DP personnel: A causal analysis. Communications of the ACM, 26, 807-811.

Bass, B.M. & Avolio, B.J. (1997). Full Range of Leadership Development: Manual for the Multifactor Leadership Questionnaire. Redwood City, CA: Mind
Garden.
Bass, B.M. (1998). Transformational leadership: Industry, Military, and Educational Impact. Mahwah, NJ: Lawrence Erlbaum.

Becker, H.S. (1960). Notes on the concept of commitment. American Journal of
Sociology, 66, 132-140.

Bentler, P.M., & Bonett, D.G. (1980). Significance tests and goodness-of-fit in
the analysis of covariance structures. Psychological Bulletin, 88, 588-606.

Bentler, P.M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107, 238-246.

Bentler, P.M. (1992). On the fit of models to covariances and methodology to
the Bulletin. Psychological Bulletin, 112, 400-404.

Bhal, K.T., & Ansari, M.A. (1996). Measuring quality of interaction between
leaders and members. Journal of Applied Social Psychology, 26, 945-972.

Bies, R.J. & Moag, J.S. (1986), Interactional justice: Communication criteria of fairness. Research on Negotiation in Organizations, 1, 43-55.

Bierhoff, H.W., Cohen, R.L., & Greenberg, J. (1986). Justice in Social Relations. New York: Plenum.

Blau, P. (1964). Exchange and Power in Social Lift. New York: John Wiley &
Sons.

Bollen, K.A. (1989). Structural Equations with Latent Variables. New York:
Wiley.

Bonett, D.G. (1980). Significance tests and goodness of fit in the analysis of
covariance structures. Psychological Bulletin, 88, 588-606.

Browne, M.W. & Cudeck, R. (1993). Alternative ways of assessing model fit.
In K.A. Bolen & J.S. Long (Eds.), Testing Structural Equation Models, (pp. 136-162). Newbury Park, CA: Sage.

Buchanan, B. (1974). Building organizational commitment: The socialization of
managers in work organizations. Administrative Science Quarterly, 19(4), 533-546.

Byrne, B.M. (1998). Structural equation modeling with LISREL, PRELIS, and SIMPLIS: Basic concepts, applications, and programming. Mahwah, NJ: Erlbaum.

Clugston, M., Howell, J.P., & Dorfman, P.W. (2000). Does cultural socialization predict multiple bases and foci of commitment? Journal of Management, 26, 5-30.

Cooper, C., Scandura, T.A., & Schriesheim, C.A. (2005). Looking forward but learning from our past: Potential challenges to developing authentic leadership theory and authentic leaders. The Leadership Quarterly, 16, 474-493.

Cropanzano, R. & Folger, R. (1989). Referent cognitions and task decision autonomy: Beyond equity theory. Journal of Applied Psychology, 74,
293-299.

Crosby, F.J. (1976). A model of egoistical relative deprivation. Psychological Review, 83, 85-113.

Crosby, F.J. (1984). Relative deprivation in organizational setting. In B.M. Staw &
L.L. Cummings (Eds.), Research in Organizational Behavior, 6, (pp. 53-93).
Greenwich, CT: JAI Press.

Danserean, F., Graen, G., & Haga, W.J. (1975). A vertical dyad linkage approach
to leadership within formal organizations: A longitudinal investigation of the role
making process. Organizational Behavior and Human Performance, 13, 46-78.


Dansereau, F., Cashman, J., & Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior and Human Performance, 10, 184-200.

Dansereau, F., Alutto J.A., & Yammarino, F.J. (1984). Theory Testing in Organizational Behavior: The Variant Approach. Englewood Cliffs, NF: Prentice-Hall.

Dean, B.M. & Paul, D.S. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 627-635.

Deluga, R.J. (1994). Supervisor trust building leader-member exchange and
organizational citizenship behavior. Journal of Occupational and Organizational
Psychology, 67 (1), 315-326.

Deutsch, M. (1975). Equity, equality and need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues, 31(3), 37-149.
De Cremer, D. & Sedikides, C. (2005). Self-uncertainty and responsiveness to procedural justice. Journal of Experimental Social Psychology, 41, 157-173.

Dienesch, R. & Liden, R. (1986). Leader-member exchange model of leadership:
A critique and further development. Academy of Management Review, 72(2), 237-240.

Dubinsky, A.J. & Levy, M. (1989). Influence of organizational fairness on work outcomes of retail salespeople. Journal of Retailing, 65 (2), 221-252.

Erickson, R.J. (1995). The importance of authenticity for self and society. Symbolic Interaction, 18(2), 121 -144.

Farrell, D. & Rusbult, C.E. (1981). Exchange variable as predictors of job
satisfaction, job commitment and turnover: The impact of reward, costs, alternatives and investment. Organizational Behavior and Human Performance, 28, 120-126.

Fiorito, J., Bozeman, D.P., Young, A., & Meurs, J.A. (2007). Organizational commitment, human resource practices, and organizational characteristics. Journal of Managerial Issues, 19(2), 186-207.

Folger, R. & Greenberg, J. (1985). Procedural justice: An interpretative analysis
of personnel systems. Research in Personnel and Human Resource Management,
3, 141-183.

Folger, R. & Konovsky, M.A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32 (1), 115-130.

Folger, R. (1987). Reformulating the preconditions of resentment: A referent cognitions model. In J. C. Masters & W. P. Smith (Eds.), Social comparison, justice, and relative deprivation: Theoretical, empirical, and policy perspectives (pp. 183 215). Hillsdale, NJ: Lawrence Erlbaum Associates.

Graen, G. & Cashman, J. (1975). A role-making model of leadership in
formal organizations: A developmental approach. In J. Hunt & L. Larson (Eds.),
Leadership Frontiers, ( pp. 143-166). Kent, OH: Kent State University Press.

Graen, G.B., Novak, M., & Sommerkamp, P. (1982). The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 30, 109-131.

Greenberg, J. (1987). Reactions to procedural injustice in payment distributions:
Do the means justify the ends? Journal of Applied Psychology, 72, 55-71.

Hair, J.F, Anderson, R.E., Tatham, R.L, & Black, W.C. (1998). Multivariate Data Analysis. NY: Prentice Hall International.

Harter, S. (2002). Authenticity. In C.R. Snyder & S. Lopez (Eds.), Handbook of Positive Psychology ( pp. 382-394). Oxford UK: Oxford University Press.

Hu, L, & Bentler, P.M. (1998). Fit indices in covariance structure modeling: Sensitivity to underparameterized model misspecification. Psychological methods, 3, 424-453.
Ilies, R., Morgeson, F.P., & Nahrgang, J.D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader-follower outcomes. The
Leadership Quarterly, 16, 373-394.

Iverson, R.D. & Roy, P. (1994). A causal model of behavioral commitment: Evidence from a study of Australian blue-collar employees. Journal of Management, 20 (1), 15-41.

Kernis, M.H. (2003). Toward a conceptualization of optimal self-esteem. Psychological Inquiry, 14, 1-26.

Konovsky, M.A. & Pugh, S.D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37, 656-669.

Kouzes, J.M. & Posner, B.Z. (2002). The Leadership Challenge. San Francisco: Jossey-Bass.

Lerner, M.J. (1982). The justice motive in human relations and the economic
model of man: A radical analysis of facts and fictions. In V.J. Derlega &
Grezlak (Eds.).Cooperation and Helping Behavior: Theories and Research,
(pp. 121-145). New York: Academic Press.

Leventhal, G.S. (1980). What should be fine with equity theory? New approaches
to the study of fairness in social relationships. In Gergen, K. Greenberg, M. & Willis, R. (Eds.), Social Exchange: Advances in Theory and Research, (pp. 27-55). New York: Plenum Press.

Leventhal, G. S., Karuza J., & Fry, W. R. (1980). Beyond fairness: A theory of
allocation preference. In G. Milula (Eds.), Justice and Social Interaction, 167-218. NewYork: Springer-Verlag.

Locke, E.A. & Latham, G.P. (1990). Work motivation and satisfaction: Light at the end of the tunnel. Psychological Science, 1 (4), 240-246.

Maslow, A. (1968). Motivation and personality (3rd ed.). New York: Harper.

Maslow, A. (1971). The farther reaches of human nature. New York: Viking.

McNeilly, K.M., & Russ, F.A. (1992). The moderating effect of sales force
performance on relationships involving antecedents of turnover. The Journal of
Personal Selling & Sales Management, 12, 9-20. Meyer, J.P., Paunonen, S.V., Gellatly, I.R., Giffin, R.D., & Jackson, D.N. (1989).
Organizational commitment and job performance: It’s the nature of the commitment that counts. Journal of Applied Psychology, 74, 152-156.

Meyer J.P., Allen, N.J. , & Smith C, (1993). Commitment to Organizations and
Occupations: Extension and Test of a Three-component Conceptualization. Journal of Applied Psychology, 78, 538-551.

Moorman, R.H., Zaltman, G., & Deshpande, R. (1992). Relationships between providers and users of market Research: The dynamics of trust within and between organizations. Journal of Marketing Research, 29,314-328.

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.

Nyhan, R.C. (1999). Increasing affective organizational commitment in public
organizations. Review of Public Personnel Administration, 19(3), 58-70.

Organ, D.W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books.

Parker, R.J. & Kohlmeyer, J.M. (2005) Organizational justice and turnover in public accounting firms: a research note. Accounting, Organizations and Society, 30, 357-369.

Porter, L.W., Streer, R.W., & Boulian, P.V. (1974). Organazational commitment job satisfacation, and turnover among psychiatric technician. Journal of Applied Psychology, 59, 603-609.

Rhodes, S.R. & Steers, R.M. (1981). Conventional vs. worker-owned organizations. Human Relations, 34(12), 1013-1035.

Roberts, J.A., Coulson, K.R., & Chonko, L.B. (1999). Salesperson perceptions of equity and justice and their impact on organizational commitment and intent to turnover. Journal of Marketing Theory and Practice, 7, 1-16.

Settoon, R.P. & Mossholder, K.W. (2002). Relationship quality and relationship context as antecedents of person-and task-focused interpersonal citizenship behavior. Journal of Applied Psychology, 87(3), 542-548.

Shamir, B. & Eilam, G. (2005). What’s your story? A life-stories approach to authentic leadership development. The Leadership Quarterly, 16, 395-417.

Sims, R.L. & Kroeck, K.C. (1994). The influence of ethical fit on employee
satisfaction, commitment, and turnover. Journal of Business Ethics, 13,
939-947.

Sparrowe, R.T. (2005). Authentic leadership and the narrative self. The Leadership Quarterly, 16, 419-439.

Summers, T.P. & W.H. Hendrix . (1991). Modeling the role of pay equity perceptions: A field study. Journal of Occupational Psychology, 64, 145-157.

Thibaut, J. & Walker, I. (1975). Procedural Justice: A Psychological Analysis.
Hillsdale, NJ: Lawrence Erlbaum Associates.

Walumbwa, F.O., Avolio B.J., Gardner, W.L., Wernsing, T.S., & Peterson S.J. (2008). Authentic Leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.

Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7, 418-428.

Williams, L.J. & Anderson, S.E. (1991). Job satisfaction and Organizational
committment as predictors of organizational citizenship and in-role behaviors.
Journal of Management, 17, 601-617.
指導教授 陳春希(Chun-hsi Chan) 審核日期 2014-8-27
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明