博碩士論文 110421021 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:33 、訪客IP:18.221.222.47
姓名 吳若婷(JO-TING WU)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 人格特質、組織公平與員工助人行為及敬業精神關係之研究:論利社會動機之調節作用
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]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。

摘要(中) 人格特質是影響員工對組織感知與態度的重要因素之一,會進而影響個人 的工作表現與行為。本研究旨在探討人格特質、組織公平感知、幫助行為、敬 業精神及利社會動機等變項之間的關係,藉由網路發放問卷予各產業正職員工 進行資料蒐集,共回收282份有效問卷。本研究利用描述性統計分析、 信度分 析、驗證性因素分析、相關分析與階層迴歸分析,檢驗人格特質、組織公平感 知、幫助行為、敬業精神及利社會動機等變項之間的關係。
本研究結果顯示:(1) 外向性與組織公平感知呈正向關係;(2) 親和性與組 織公平感知呈正向關係;(3) 神經質與組織公平感知呈負向關係;(4) 組織公平感 知與幫助行為呈正向關係;(5) 組織公平感知與敬業精神呈正向關係;(6) 利社會 動機能調節親和性與組織公平感知之間的關係;(7) 利社會動機能調節神經質與 組織公平感知之間的關係。基於上述研究結果,本研究提出管理意涵與未來研 究之建議。
關鍵字:人格特質、組織公平感知、幫助行為、敬業精神、利社會動機
摘要(英) This study aims to investigate the relationships among personality traits, perception of organizational justice, helping behavior, job engagement, and prosocial motivation. Data are collected through online survey and 282 copies of valid response are obtained and analyzed. It is found that both extraversion and agreeableness are positively related to employee perception of organizational justice. Neuroticism is negatively related to perception of organizational justice. Employee perception of organizational justice is positively related to helping behavior and job engagement. Employee prosocial motivation moderates the relationships between agreeableness and perception of organizational justice as well as neuroticism and perception of organizational justice. Drawn on these findings, managerial implications and suggestions for future research are thus discussed.
Keywords: personality traits, perception of organizational justice, helping behavior, job engagement, prosocial motivation
關鍵字(中) ★ 人格特質
★ 組織公平感知
★ 幫助行為
★ 敬業精神
★ 利社會動機
關鍵字(英)
論文目次 中文摘要 i
Abstract ii
目錄 iii
圖目錄 v
表目錄 vi
第一章 緒論 1
第一節 研究背景與動機 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 大五人格 5
第二節 組織公平感知 8
第三節 幫助行為 11
第四節 敬業精神 12
第五節 利社會動機 14
第六節 變項之間的關係 16
第三章 研究方法 20
第一節 研究架構 20
第二節 研究工具與衡量方式 21
第三節 研究設計 23
第四節 研究分析方法24
第四章 研究結果 25
第一節 描述性統計分析 25
第二節 信度分析 27
第三節 驗證性因素分析 29
第四節 相關分析 33
第五節 階層迴歸分析 34
第五章 結論與建議 46
第一節 研究結果討論 46
第二節 研究貢獻與管理意涵 49
第三節 研究限制 51
第四節 未來研究建議 52
參考文獻 53
附錄 60
參考文獻 Allport, G. W. & Odbert, H. S. (1936). Trait-names : A psycho-lexical study Psychological Monographs, 47(1), 1–171
Allport, G. W. (1937). Personality: A Psychological Interpretation. New York: Holt.
Allport, G. W. (1961). Pattern and Growth in Personality. New York: Holt.
Amabile, I. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The work preference inventory: Assessing intrinsic and extrinsic motivational orientations. Journal of Personalitv and Social Psychology, 66(5), 950-967.
Ang, S., Van Dyne, L., & Koh, C. (2006). Personality correlates of the four-factor model of cultural intelligence. Group and Organizational Management, 31, 100-123.
Aggarwal, A., Nobi, K., Mittal, A., & Rastogi, S.(2021)Doespersonality affect the individual′s perceptions of organizational justice? The mediating role of organizational politics. Benchmarking: An International Journal, 29(3), 997-1026.
Bar-Tal, D. (1982). Sequential development of helping behavior: A cognitive-learning approach. Developmental Review, 2(2), 101-124.
Batson, C. D. (1987). Prosocial motivation: Is it ever truly altruistic? Advances in Experimental Social Psychology, 20, 65-122.
Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.
Bernerth, J. B., Feild, H. S., Giles, W. F., & Cole, M. S. (2006). Perceived fairness in employee selection: The role of applicant personality. Journal of Business and Psychology, 20(4), 545-563.

Bolino, M. C. & Grant, A. M. (2016). The bright side of being prosocial at work, and the dark side, too: A review and agenda for research on other-oriented motives, behavior, and impact in organizations. The Academy of Management Annals, 10(1), 599-670.
Cattell, R. B. (1943). The description of personality: Basic trait resolved into clusters. Journal of Abnormal and Social Psychology, 38, 476-506.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytical review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology, 92(4), 909-927.
Costa, P. T. & McCrae, R. R. (1992). The five-factor model of personality and its relevance to personality disorders. Journal of Personality Disorders, 6(4), 343-359.
Costantini, G. & Perugini, M. (2016). The network of conscientiousness. Journal of Research in Personality, 65, 68-88.
Deci, E. L. & Ryan, R. (1985). Intrinsic Motivation and Self-determination in Human Behavior. New York: Plenum Press.
DeNeve, K. M. & Cooper, H. (1998). The happy personality: A meta-analysis of 137 personality traits and subjective well-being. Psychological Bulletin, 124(2), 197-229.
DeYoung, C. G., Quilty, L. C., Peterson, J. B. & Gray, J. R. (2014). Openness to experience, intellect, and cognitive ability. Journal of Personality Assessment, 96(1), 46-52.

Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 41, 417-440.
Dirks, K. T. & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(7), 611-633.
Dovidio, J. F. (1984). Helping Behavior and Altruism: An Empirical and Conceptual Overview. Advances in Experimental Social Psychology, 17, 361-427.
Dowling, W. F. & Sayles, L. R. (1978). How Managers Motivate: Imperatives of Supervision. McGraw-Hill Inc.
Fassina, N. E., Jones, D. A. & Uggerslev, K. L. (2008). Meta-analytic tests of relationships between organizational justice and citizenship behavior: testing agent-system and shared-variance models. Journal of Organizational Behavior, 29(6), 805-828.
Folger, R. & Skarlicki, D. P. (1999). Unfairness and resistance to change: Hardship as mistreatment. Journal of Organizational Change Management, 12(1), 35-50.
Gagné, M. & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.
Gebauer, J. E., Riketta, M., Broemer, P., & Maio, G. R. (2008). Pleasure and pressure based prosocial motivation: Divergent relations to subjective well-being. Journal of Research in Personality, 42(2), 399-420.
Gibbons, J. (2006). Employee Engagement: A Review of Current Research and its Implications. New York: The Conference Board.
Goldberg, L. R. (1990). An alternative "description of personality": The Big-Five factor structure. Journal of Personality and Social Psychology, 59(6), 1216-1229.

Goodstein, L. D. & Lanyon, R. I. (1999). Applications of personality assessment to the workplace: A review. Journal of Business and Psychology, 13, 291-322.
Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. The Academy of Management Review, 32(2), 393-417.
Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of Applied Psychology, 93(1), 48-58.
Heath, C. (1999). On the social psychology of agency relationships: Lay theories of motivation overemphasize extrinsic incentives. Organizational Behavior and Human Decision Processes, 78, 25-62.
Herzberg, F. (1966). Work and the Nature of Man. OH: World Publishing. Kahn, W. A. (1990). Psychological conditions of personal engagement and
disengagement at work. Academy of Management Journal, 33(4), 692-724.
Karam, E. P., Hu, J., Davison, R. B., Juravich, M., Nahrgang, J. D., Humphrey, S. E. (2019). Illuminating the ′face′ of justice: a meta-analytic examination of leadership and organizational justice. Journal of Management Studies, 56(1), 134-171.
Krebs, D. L. (1970). Altruism: An examination of the concept and a review of the literature. Psychological Bulletin, 73(4), 258-302.
Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56(1), 485-516.
Libert, R. M. & Libert, L. L. (1998). Personality: Strategies and Issues (8th ed.). New York: Brooks/Cole Publishing Co.

Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2009). Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage. Wiley- Blackwell.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
Mayer, J. D. (2007). Asserting the definition of personality. The Online Newsletter for Personality Science, 1, 1-4.
McCrae, R. R., & Costa, P. T. (1991). Adding Liebe und Arbeit: The full five-factor model and well-being. Personality and Social Psychology Bulletin, 17(2), 227-232.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
Meyer, J. P. & Allen, N. J. (1997). Commitment in the Workplace: Theory, Research, and Application. Sage Publications, Inc.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.
Norman, W.T. (1963), Toward an adequate taxonomy of personality attributes : replicated factor structure in peer nomination personality ratings, The Journal of Abnormal and Social Psychology, 66(6), 574-583.
Oh, S.-Y. (2019), Effects of organizational learning on performance: the moderating roles of trust in leaders and organizational justice, Journal of Knowledge Management, 23(2), 313-331.
O′Neill, T. A. & Allen, N. J. (2011). Personality and the prediction of team performance. European Journal of Personality, 25(1), 31-42

Penner, L. A., Dovidio, J. F., Piliavin, J. A., & Schroeder, D. A. (2005). Prosocial behavior: Multilevel perspectives. Annual Review of Psychology, 56, 365-392.
Pervin,L.A., Cervone, D., & John, O.P.(2005). Personality: Theory and Research. (9thed.). New York: John Wiley.
Podsakoff, N. P., Whiting, S.W., Podsakoff, P. M., & Blume, B. D. (2009). Individual-and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122-141.
Rhoades, L. & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
Richman, A. L., Civian, J. T., Shannon, L. L., Hill, E. J., & Brennan, R. T. (2008). The relationship of perceived flexibility, supportive work-life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention. Community, Work & Family, 11(2), 183-197.
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46(4), 655-684.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies: An Interdisciplinary Forum on Subjective Well-Being, 3(1), 71-92.
Schaufeli, W. B. & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. In Bakker, A. B. & Leiter, M. P. (Eds.), Work Engagement: A Handbook of Essential Theory and Research, 10-24. Psychology Press.

Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. In M. P. Zanna (Ed.), Advances in Experimental Social Psychology, 25, 1-65. Academic Press.
Shi, J., Lin, H., Wang, L., & Wang, M. (2009). Linking the Big Five personality constructs to organizational justice. Social Behavior and Personality: An International Journal, 37(2), 209-222.
Steera, R., Mowday, R., & Shapiro, D. (2004). The future of work motivation theory. Academy of Management Review, 29, 379-387.
Suls, J., Green, P., & Hills, S. (1998). Emotional reactivity to everyday problems, affective inertia, and neuroticism. Personality and Social Psychology Bulletin, 24, 127-136.
Van Dyne, L., Cummings, L.L., & Parks, J.M(1995). Extra-role behaviors: In pursuit of construct and definitional clarity. Research in Organizational Behavior, 17, 215-285.
Van Dyne, L. & LePine, J.A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119.
Walz, S. M., & Niehoff, B. P. (1996). Organizational citizenship behaviors and their effect on organizational effectiveness in limited-menu restaurants. Academy of Management, 1996(1), 307-311.
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 審核日期 2023-7-28
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