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研究生: 李志遠
Chih-yuan Lee
論文名稱: 組織之公平、信任、及知覺支持對工作滿意度的影響
The Influences of Organizational Justice, Trust, and Perceived Support on Job Satisfaction.
指導教授: 陳正綱
Cheng-Kang Chen
口試委員: 吳宗成
Tsung-cheng Wu
葉瑞徽
Ruey-Huei Yeh
學位類別: 碩士
Master
系所名稱: 管理學院 - 管理研究所
Graduate Institute of Management
論文出版年: 2010
畢業學年度: 98
語文別: 中文
論文頁數: 80
中文關鍵詞: 組織公平組織信任知覺組織支持工作滿意度
外文關鍵詞: organizational justice, organizational trust, perceived organizational support, job satisfaction
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  •   追求「永續經營」是所有企業努力之目標,而優秀人材對企業的生存發展,佔有舉足輕重的地位。 企業管理者身負有效獲得、發展、保護、利用資源之責任,企業的人力資源就是競爭優勢的來源,靠員工獲得企業競爭優勢,需要管理者與員工共同達成。 員工的信任感會影響效率,組織公平之感受會正向影響成員對組織的信任,而欲改變增加員工對組織的信任感,增強其互動關係,首要之務是要讓員工知覺到組織的支持。
      本文以A公司為例,探討員工對於組織公平、組織信任、知覺組織支持與工作滿意度的關聯性,期望藉由文獻探討,實證分析驗證本研究之假說所建立出的整體模型架構,瞭解並驗證各構面之關係,以提供給欲實現永續經營的企業一些管理上的參考。 本研究採用調查問卷形式,針對回收的128份有效樣本資料進行結構方程分析。
      經過資料蒐集之後的樣本加以分析發現,分配公平對組織信任、主管信任存在正向影響關係,程序公平對組織信任存在正向影響關係,互動公平對組織信任存在正向影響關係,知覺組織支持對工作滿意度存在正向影響關係,其餘各假說未獲得支持。
      最後結合實證分析結果向公司業者提出管理上之建議,希望能對公司經營有所助益。


      Every enterprise will devote its efforts in order to pursue Business Continuity. And the excellent emplyees play the most important role for the company development. Managers should be responsible to acquire, develop, protect and use company resources effectively. The Human Resources will be one of the source of company competitive advantages, in case that both managers and employees work together to create company competitive advantage. The employees’ trust will affect their efficiency. The organizational justice will positively impact the employees’ trust to the company. In order to increase the employees’ trust to the company and enhance its interaction, to ensure all employees could perceived the organizational support would be the 1st priority.
      This paper takes the A Company as the sample to clarify the relationship among the organizational justice, the organizational trust, the perceived organizational support and the job satisfaction. The writer summarizes the related literature reviews and empirical analysises to validate the established model framework hypothesis, to understand and verify the relationship between each dimension and expect this paper could be a useful reference to those enterprises pursuing business continuity. The study used a questionnaire form, and the results are derived from the structural equation analysis of the effective 128 samples data from A Company.
      The study reveals the findings in A Company:
    1.The distributive justice will have a positive impact on the organizational trust and supervisory trust.
    2.The procedual justice will have a positive impact on the organizational Trust.
    3.The interactional justice will have a positive impact on the organizational Trust.
    4.The perceived organizational support will have a positive impact on the job Satisfaction.
    5.The remained hypothesises have not been supported.
      Finally, the writer presented the empirical results to A company’s Top Management and expect the study will be helpful for their future development.

    摘要 I ABSTRACT II 誌謝 III 目錄 IV 圖目錄 VI 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 2 第三節 研究對象與範圍 3 第四節 研究流程 3 第二章 文獻探討 5 第一節 組織公平 5 第二節 信任 10 第三節 知覺組織支持 13 第四節 工作滿意度 16 第五節 各構面間關係 19 第三章 研究方法 22 第一節 研究架構 22 第二節 研究假設 23 第三節 研究變數操作性定義 23 第四節 問卷設計 28 第五節 資料蒐集方法 28 第六節 資料分析方法 29 第四章 資料分析與統計 30 第一節 敘述性統計分析 30 第二節 問卷信度與效度分析 35 第三節 假設驗證 46 第五章 結論與建議 54 第一節 研究結論 54 第二節 管理意涵與建議 57 第三節 研究限制與後續研究建議 58 參考文獻 60 中文文獻 60 英文文獻 61 附錄一問卷 65 作者簡介 81

    中文文獻:
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    2.李佳怡(2000),”知覺組織支持對員工工作態度影響之研究”,國立中山大學人力資源管理所,碩士論文。
    3.林鉦棽(2004),“休閒旅館業從業人員的組織公正、組織信任與組織公民行為關係:社會交換理論觀點的分析”。中華管理學報,5(1),頁91-112。
    4.林蒼祥(2004),“從金控公司提高我國金融國際競爭力”,國家政策季刊,第3卷第4期,頁29-37。
    5.陳怡昌、李承陽、羅敏文(2007),“組織公平、工作價值觀與公民行為之關係研究”,國立虎尾科技大學學報,第26卷第1期,頁67-80。
    6.費吳琛、廖國鋒(2004),“工作壓力、組織公正對工作投入影響關係之研究—知覺組織支持、負面情緒之仲介效果”,管理思維與實物研討會論文集。
    7.黃家齊(2002)”組織公正與組織公民行為-認知型與情感型信任的仲介效果”,台大管理論叢。12(2),頁107-141。
    8.蔡建樑(2003),“個人人格特質對組織公平認知與公民行為關係影響之研究”,國立東華大學企業管理學系碩士論文。
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