組織正義與情感性組織承諾： 以組織信任與知覺組織支持為中介

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菲娌婭(Ruri Fitria) 查詢紙本館藏

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企業管理學系

論文名稱

組織正義與情感性組織承諾：以組織信任與知覺組織支持為中介
(Organizational justice and affective organizational commitment: Mediated by organizational trust and perceived organizational support)

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摘要(中)

組織正義顯示員工對組織對待方式公平性的知覺與行為反應。根據社會交互理論，組織正義的可能產生組織信任，源自於與正向的組織互動而願意投資個人的資源來維持與組織的關係，以及知覺組織支持，亦即員工感受到其貢獻受組織中是，而組織也在乎其福祉與公平對待。這三個變項都可促進情感性組織承諾。為探討組織信任與知覺組織支持可否中介，取材自印尼家禽業公司的188份有效問卷進行分析。所有的研究假說都獲得支持，並提出討論與管理意涵。

摘要(英)

Organizational justice refers to employee perceptions of fairness of treatment by the organization, and their behavioral reactions to this justice. Based on social exchange theory, one consequence of organizational justice is organizational trust, the willingness to invest one′s resources in a relationship resulting from positive expectations as a consequence of previous interaction. Another consequence of organizational justice is perceived organizational support (POS), the extent to which employees feel their contribution is valued by the organization, and the organization cares about their well-being and gives fair treatment. All three variables may contribute to affective organizational commitment. To test the mediation of organizational trust and POS, 188 valid questionnaires were analyzed in a large company of poultry industry in Indonesia. All research hypotheses were supported. Discussion and managerial implications are provided.

關鍵字(中)

★ 組織正義
★ 組織信任
★ 知覺組織支持
★ 情感性組織承諾
★ 家禽企業

關鍵字(英)

★ organizational justice
★ organizational trust
★ perceived organizational support
★ affective organizational commitment
★ poultry industry

論文目次

CHAPTER 1 INTRODUCTION 1
CHAPTER 2 LITERATURE REVIEW 6
2.1 Social Exchange Theory 6
2.2 Organizational Justice 7
2.3 Organizational Trust 9
2.4 Perceived Organizational Support 11
2.5 Affective Organizational Commitment 13
2.6 Mediating Role of Organizational Trust on Organizational Justice and Affective Organizational Commitment 15
2.7 Mediating Role of Perceived Organizational Support on Organizational Justice and Affective Organizational Commitment 16
2.8 Research Framework 17
CHAPTER 3 RESEARCH METHODOLOGY 20
3.1 Sample 20
3.2 Research Instrument 22
3.3 Operational Definition 23
3.4 Research Step 25
3.5 Research Process 39
CHAPTER 4 RESULTS 30
4.1 Descriptive Analysis 30
4.2 Reliability and Validity 31
4.2.1 Confirmatory Factor Analysis (CFA) 31
4.2.2 Reliability 32
4.3 Structural Equation Modelling Assumption 34
4.3.1 Assumption of Normality 34
4.3.2 Assumption of Outliers 35
4.4 Model Evaluation: Goodness of Fit 36
4.5 Hypothesis Test 36
4.5.1 Testing Direct Effect 37
4.5.2 Testing Indirect Effect 39
CHAPTER 5 DISCUSSION 40
5-1 Summary of Research Findings 40
5-2 Managerial Implication 43
5-3 Limitations and Directions for Future Research 44
5-4 Conclusion 44
REFERENCES 46
APPENDIX 55

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指導教授

杜秉叡鄭明松(Ben-Roy Do Julian Ming-Sung Cheng)

審核日期

2018-4-20

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