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研究生:簡懿玟
研究生(外文):CHIEN, YI-WEN
論文名稱:組織公平與員工敬業心關係之研究:探討心理契約滿足之中介角色
論文名稱(外文):A Study of the Relationship between Organizational Justice and Employee Engagement: Exploring the Mediating Role of Psychological Contract Fulfillment
指導教授:黃瓊慧黃瓊慧引用關係
指導教授(外文):Dr. HUANG,CHIUNG-HUI
口試委員:張肇松杜佩蘭吳淑敏
口試日期:2016-06-01
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2016
畢業學年度:104
語文別:中文
論文頁數:83
中文關鍵詞:組織公平員工敬業心心理契約滿足
外文關鍵詞:organizational justiceemployee engagementpsychological contract fulfillment
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員工是企業重要的資源亦是成功的關鍵因素,企業應致力於激發員工的敬業心,以因應市場的變動,並提升員工的工作績效。由此,本研究探討組織公平與員工敬業心間的關係,以及心理契約滿足在組織公平與員工敬業心間之中介作用。本研究總共發出350份問卷,有效回收321份,有效率達91.71%。研究結果顯示:(1)組織公平與心理契約滿足具有正向顯著影響;(2)心理契約滿足與員工敬業心具有正向顯著影響;(3)組織公平與員工敬業心具有正向顯著影響;(4) 心理契約滿足部分中介組織公平與員工敬業心之間的關係。最後,根據本研究之結果,提出相關研究之建議,期能可供日後相關研究之參考。
Since employees are not only the important resource but also the key factor of businesses, companies should motivate employees' engagement in order to respond the changing market and increase employees' performance. Therefore, this study explored the relationship between organizational justice and employee engagement. It also identified the mediating role of psychological contract fulfillment in the relationship between organizational justice and employee engagement. A tatol of 350 questionnaries were collected and 321 valid questionnaries were returned. The valid response rate is 97.71%. The results of this study are summarized as follows: (1) organizational justice positively relats to psychological contract fulfillment; (2) psychological contract fulfillment has significant influence on employee engagement; (3) organizational justice significantly relates to employee engagement; (4) psychological contract fulfillment particially mediates the relationship between organizational justice and employee engagement. Finally, basied on the results of this study, the recommendations related to research are made and hope usefulness for future research.
目 錄
摘 要 i
Abstract ii
目 錄 iv
表 目 錄 vi
圖 目 錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 組織公平 5
第二節 心理契約滿足 14
第三節 員工敬業心 23
第四節 各研究變項間關係之推論 31
第三章 研究設計與實施 36
第一節 研究架構 36
第二節 研究假設 37
第三節 研究工具 38
第四節 研究樣本與資料蒐集方法 43
第五節 研究樣本特性分析 44
第六節 資料處理與分析方法 47
第四章 研究結果與討論 49
第一節 研究各變項之描述分析 49
第二節 個人背景變項在各研究變項間之差異分析 50
第三節 各研究變項間之相關分析 54
第四節 各研究變項間之迴歸分析 56
第五節 研究假設之結果彙整 64
第五章 研究結論與建議 65
第一節 理論意涵 65
第二節 管理意涵 68
第三節 研究建議 71
參考文獻 73
一、中文部分 73
二、英文部分 76


一、中文部分
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莊立民(2005)。臺灣資訊電子業組織創新歷程模式之研究-以六家個案企業為例。商管科技季刊,6(1 ),69-92。
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郭維哲、方聰安(2007)。學校組織公平對教師組織公民行為影響之研究以信任及承諾為中介變項。教育經營與管理研究集刊,2,145-179。
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1. 江明修(1999 )。組織情感與心理契約的建立。教育資料與研究,30,7-10。
2. 余明助、陳婉青、洪啟強(2013),正向心理資本、工作敬業心、服務氣候與服務導向組織公民行為之研究:以電信產業門市人員為例,服務業管理評論,11, 25-42。
3. 阮瑋琳、萬光滿、蔡淨鈺、江敏慧(2013)。領導-成員交換關係、心理契約與組織承諾之研究- 以國籍航空公司為例。管理實務與理論研究,7(4),92-106。
4. 吳政達(2009)。學校組織中領導者與部屬交換關係、組織公平、組織自尊與工作滿意度對組織公民行為影響之研究。教育政策論壇,12(1),141-161。
5. 洪春吉、李純慧(2010)。組織公平與組織公民行為關係—以金融業、營建業實證比較。臺灣銀行季刊,61(4),201-219。
6. 莊立民(2005)。臺灣資訊電子業組織創新歷程模式之研究-以六家個案企業為例。商管科技季刊,6(1 ),69-92。
7. 張火燦、劉淑寧(2007)。人力資源領先指標對研發人員敬業貢獻之影響:中介模式的測試。人力資源管理學報,7(3),1 – 24。
8. 郭維哲、方聰安(2007)。學校組織公平對教師組織公民行為影響之研究以信任及承諾為中介變項。教育經營與管理研究集刊,2,145-179。
9. 鄭清揚(2005)。組織公平、工作滿意與職場偏差行為關係之研究。文大商管學報,10(1),75-100。
 
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