組織公平、組織承諾、工作滿意度及組織公民行為之關聯性影響-以國軍人員為例

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趙偉淳(Wei-Chun Chao) 查詢紙本館藏

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論文名稱

組織公平、組織承諾、工作滿意度及組織公民行為之關聯性影響-以國軍人員為例

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摘要(中)

組織公民行為是員工在組織中願意展現超越組織要求的一種角色外行為，也是一種可提升組織整體效能的有益行為，在一般組織中很常見，但國內較少以軍事組織來進行研究。本研究探討組織公平、組織承諾及工作滿意度與組織公民行為在軍事情境中的關係，期望透過文獻探討及實證結果，對國軍組織與單位提供建議。本研究以290名現役軍人為樣本，進行網路資料蒐集與檢驗研究假設，以階層迴歸進行資料分析，獲致下列研究結果：(1)組織公民與組織承諾有正向關係；(2)組織公平與工作滿意度有正向關係；(3)組織承諾與組織公民行為有正向關係；(4)工作滿意度與組織公民行為有正向關係。依據研究結論，本研究提出相關管理意涵與未來研究之建議。

摘要(英)

Organizational citizenship behavior (OCB) describes actions taken by employees that go beyond their prescribed role requirements. It is readily displayed by employees in organizations and enhances overall organizational effectiveness. However, there is a lack of research on OCB from the military perspective in Taiwan. This study aims to explore the relationships among organizational justice, organizational commitment, job satisfaction, and OCB in the military context to come up with recommendations for managing the military. This study collected data from 290 active-duty military personnel to examine the research hypotheses. The results indicate: (1) a positive relationship between organizational justice and organizational commitment; (2) a positive relationship between organizational justice and job satisfaction; (3) a positive relationship between organizational commitment and OCB; and (4) a positive relationship between job satisfaction and OCB. Drawn on the findings, managerial implications and recommendations for future research are thus discussed.

關鍵字(中)

★ 國軍
★ 組織公平
★ 組織承諾
★ 工作滿意度
★ 組織公民行為

關鍵字(英)

★ military
★ organizational fairness
★ organizational commitment
★ job satisfaction
★ organizational citizenship behavior

論文目次

摘要...............i
Abstract...............ii
誌謝...............iii
目錄...............iv
圖目錄...............vi
表目錄...............vii
第一章緒論...............1
1-1研究背景及動機...............1
1-2研究目的...............3
1-3研究流程...............4
第二章文獻探討...............5
2-1組織公平...............5
2-1-1分配公平...............5
2-1-2程序公平...............5
2-1-3互動公平...............6
2-2組織承諾...............8
2-3工作滿意度...............10
2-3-1綜合性定義...............10
2-3-2差距性定義...............11
2-3-3參考架構定義...............11
2-4組織公民行為...............12
2-5各研究變項關係推論...............14
2-5-1組織公平與組織承諾的關係...............14
2-5-2組織公平與工作滿意度的關係...............14
2-5-3組織承諾與組織公民行為的關係...............15
2-5-4工作滿意度與組織公民行為的關係...............15
第三章研究方法...............16
3-1研究架構...............16
3-2研究工具...............17
3-2-1組織公平...............17
3-2-2組織承諾...............17
3-2-3工作滿意度...............17
3-2-4組織公民行為...............18
3-2-5基本資料...............18
3-2-6問卷題項總整理...............18
3-3研究設計...............19
3-3-1樣本蒐集...............19
3-3-2研究對象...............19
3-4研究分析...............20
3-4-1描述性統計分析...............20
3-4-2信度分析...............20
3-4-3相關分析...............20
3-4-3階層迴歸分析...............20
第四章研究結果...............21
4-1描述性統計分析...............21
4-2信度分析...............23
4-3相關分析...............24
4-4階層迴歸分析...............26
4-4-1組織公平與組織承諾之關係...............26
4-4-2組織公平與工作滿意度之關係...............27
4-4-3組織承諾與組織公民行為之關係...............28
4-4-4工作滿意度與組織公民行為之關係...............29
第五章結論與建議...............30
5-1研究結論...............30
5-1-1組織公平與組織承諾的關係...............30
5-1-2組織公平與工作滿意度的關係...............30
5-1-3組織承諾與組織公民行為的關係...............31
5-1-4工作滿意度與組織公民行為的關係...............31
5-2管理意涵...............32
5-3研究限制與研究建議...............34
參考文獻...............35
附錄...............40

參考文獻

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指導教授

陳春希(Chun-Hsi Chen)

審核日期

2024-7-23

推文