組織公平對工作投入與工作績效關係之研究-以K公司業務人員為例

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郭志權(Chih-Chuan Kuo) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

組織公平對工作投入與工作績效關係之研究-以K公司業務人員為例
(Research on organizational justice with respect to work performance and work devotion ratio - a study of Company K and its employee associates)

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摘要(中)

教科書出版產業，是一種教育政策敏感度高、知識技術密集、高度服務性與同業競爭性高的產業，對於深具產業特性之業務人員而言，組織如何創造組織公平，使業務人員瞭解努力工作結果，是可以得到預期且公平的回饋，進而積極投入工作，達成組織目標與提昇工作績效。本研究將針對組織公平對工作投入與工作績效之相關性進行探討，並分析業務人員之工作投入在組織公平對工作績效影響關係中，是否具有中介效果。
本研究共發出207份問卷。在問卷回收方面，共回收196份，回收率為94.7％。經分析後，主要結果發現如下：
一、年齡30歲以下者，分別對程序公平與互動公平的知覺最高，這反映此年齡層
在對於上級領導之間有不同意見時，希望能有充份表達意見的機會，同時在執行程序或作決策時對下屬是否有禮貌、是否尊重對方等也是很在意的。
二、組織公平對工作績效有極顯著正向影響，當組織公平程度越高，其工作績效越佳。
三、組織公平與工作投入間顯著正相關影響，表示當受試者對組織公平的認知增加，將有助於員工展現角色外的行為，員工會以更高的工作表現來回饋組織。
四、組織公平對工作績效有極顯著的正向影響，在加入工作投入後，組織公平與工作績效更顯著，即是員工愈能認同組織的薪酬與激勵措施，願意繼續為組織的利益付出更多努力，則對員工之工作表現會有正面的效果。

摘要(英)

The educational publishing industry has a heightened sensitivity towards educational policy, a tremendous concentration of industry-specific knowledge and skills, a high expectation of service orientation, and is immensely competitive. For those employee associates familiar with the industry, the proper execution of organizational justice can help their employees see that their work devotion is in direct proportion to fair and expected return, and therefore, improve efficiency in meeting job performance objectives. Our study aims to discuss the effect that organizational justice has on work devotion and job performance, to further analyze employee work devotion and its correlation with organizational justice, and to discover whether a confounding effect exists.
Our study issued questionnaires to 207 participants. Of those, 196 were returned, with a returned ratio of 94.7%. The analyzed results are as follows:
1. Participants in the under 30 age group showed the highest sensitivity towards awareness of organizational justice and fair interaction, leading to the conclusion that people in this age group expect the opportunity to express themselves when a disagreement exists between them and the company hierarchy. At the same time, they also pay particular attention to the level of respect exhibited by their superiors in both the decision making process and at the execution stage.
2. Organizational justice has a clear and positive correlation to job performance: When the level of organizational justice is high, job performance increases.
3. There also exists a positive correlation between organizational justice and work devotion. This study has shown that employees with a better recognition of organizational justice go beyond their job requirements in contributing to the company.
4. Organizational justice has a clear, significant, and positive effect on job performance. When the factor of job devotion is also considered, the effect organizational justice has on job performance is even more pronounced. In other words, the higher the "buy-in" from employees through their incentive and reward systems, the better their work performance and willingness to contribute towards the company’s success.

關鍵字(中)

★ 組織公平
★ 工作投入
★ 工作績效

關鍵字(英)

★ organizational justice
★ work devotion
★ job performance

論文目次

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
第三節研究範圍與對象．．．．．．．．．．．．．．．．3
第四節研究流程與步驟．．．．．．．．．．．．．．．．4
第二章文獻探討．．．．．．．．．．．．．．．．．．．6
第一節組織公平．．．．．．．．．．．．．．．．．．．6
第二節工作投入．．．．．．．．．．．．．．．．．．．11
第三節工作績效．．．．．．．．．．．．．．．．．．．17
第四節各變數之間關係．．．．．．．．．．．．．．．．21
第三章研究方法．．．．．．．．．．．．．．．．．．．24
第一節研究架構．．．．．．．．．．．．．．．．．．．24
第二節研究假設．．．．．．．．．．．．．．．．．．．25
第三節研究變項操作型定義與測量工具．．．．．．．．．26
第四節研究對象與資料蒐集方法．．．．．．．．．．．．28
第五節資料分析與統計方法．．．．．．．．．．．．．．28
第四章研究結果與分析．．．．．．．．．．．．．．．．30
第一節敘述統計分析．．．．．．．．．．．．．．．．．30
第二節信度分析．．．．．．．．．．．．．．．．．．．34
第三節個人屬性之變異數分析．．．．．．．．．．．．．35
第四節變項間之相關分析．．．．．．．．．．．．．．．40
第五節各研究變項間之題項分析．．．．．．．．．．．．43
第六節迴歸分析．．．．．．．．．．．．．．．．．．．46
第七節工作投入之中介效果分析．．．．．．．．．．．．53
第五章研究結論與建議．．．．．．．．．．．．．．．．55
第一節研究結論．．．．．．．．．．．．．．．．．．．55
第二節實務管理意涵與建議．．．．．．．．．．．．．．58
第三節研究限制．．．．．．．．．．．．．．．．．．．60
參考文獻．．．．．．．．．．．．．．．．．．．．．．61
附錄．．．．．．．．．．．．．．．．．．．．．．．．69

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指導教授

黃同圳、鄭晉昌(Tung-Chun Huang Jihn-Chang Jehng)

審核日期

2015-7-7

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