臺灣博碩士論文加值系統

員工行為向來是學術界與實務界關心的議題，根據許多的研究結果顯示，從早期大量探討的組織公民行為，到近年來受到關注的員工偏差行為，對於組織績效都有顯著的影響，因此本研究主旨在於探討組織結構對於組織公民行為與員工偏差行為之影響，並加入程序公平探討其干擾之效果。而本研究以政府機關、電信業、飯店業、銀行業共515位的基層員工作為研究對象，研究結果發現正式化與集權化對組織公民行為呈現正相關，對員工偏差行為則呈現負相關，表示當組織結構越傾向機械式組織結構時，員工對於展現組織公民行為的意願會越高，而對於展現偏差行為之意願則會降低。此外，經實證結果得知，程序公平對於兩者之間具有干擾之效果，當組織越傾向機械式組織結構，且組織的程序公平程度越高時，員工展現組織公民行為的意願會更高，對於展現偏差行為的意願則會更低。根據本研究結果可了解到，組織結構對於員工行為會有顯著的影響，且同時會加強或減少員工正向或負向之行為，而本研究也根據此結果提出了相關的管理意涵和建議，也希望後續學者能夠更進一步的深入研究與探討相關的議題。

According to the past empirical research, employee discretionary behaviors will obvious affect organizational performance. Therefore, the purpose of this study is to explore the influence of organizational structure (formalizational and centralizational) on organizational citizenship behavior and employee deviant behavior with 515 employers of government, banks, hotel industry, and telecommunications industry. Our results indicate that machinery structure is positively related to organizational citizenship behavior, and negatively related to employee deviant behavior. Procedure justice has a positively moderating effect on the relationship between organizational structure and organizational citizenship behavior, and negatively moderating effect on the relationship between organizational structure and employee deviant behavior. According to the results, theoretical and practical implications of these results are subsequently discussed.

目錄
第壹章、緒論 1
第一節 研究背景 1
第二節 研究問題 5
第三節 研究目的 8
第四節 研究流程 8
第貳章、文獻探討 10
第一節 組織結構 10
第二節 組織公民行為 17
第三節 員工偏差行為 21
第四節 組織結構與組織公民行為之關係 25
第五節 組織結構與員工偏差行為之關係 28
第参章、研究方法 31
第一節 研究架構 31
第二節 研究假說 33
第三節 研究變數之操作性定義與衡量問項 34
第四節 抽樣方法 41
第五節 資料分析方法 44
第六節 問卷前測與信效度檢定 46
第肆章、實証分析 56
第一節 正式問卷回收及有效樣本分佈情形 56
第二節 正式問卷之信效度分析 59
第三節 敘述性統計分析 67
第四節 相關分析 71
第五節 階層迴歸分析 73
第六節 共同方法變異分析 80
第七節 研究假說實證結果彙整 81
第伍章 結論與建議 82
第一節 研究結論 82
第二節 研究建議 88
參考文獻 94

表目錄
表2-1組織結構的定義 12

表2-2有機式與機械式組織特質 14

表2-3組織結構構面整理表 15

表2-4組織結構構面定義 16

表2-5組織公民行為之構面 19

表2-6組織公民行為之分類與定義 20

表3-1研究假說彙整表 33

表3-2組織結構之衡量構面及問卷題項彙整表 35

表3-3組織公民行為之衡量構面及問卷題項彙整表 37

表3-4員工偏差行為之衡量構面及問卷題項彙整表 39

表3-5程序公平之問卷題項彙整表 40

表3-6本研究抽樣對象 43

表3-7前測問卷回收樣本之信度分析 47

表3-8組織結構之KMO與Bartlett檢定 49

表3-9組織結構之因素分析結果彙整表 50

表3-10組織公民行為之KMO與Bartlett檢定 51

表3-11組織公民行為之因素分析結果彙整表 52

表3-12員工偏差行為之KMO與Bartlett檢定 53
表3-13員工偏差行為之因素分析結果彙整表 54

表3-14程序公平之KMO與Bartlett檢定 55

表3-15程序公平之因素分析結果彙整表 55

表4-1本研究回收樣本之人口統計變數統計(名目資料) 57

表4-2本研究回收樣本之人口統計變數統計(連續資料) 58

表4-3模式適配度指標一覽表 61

表4-4本研究變數與構面之信度檢定結果彙整表 66

表4-5本研究各變數之描述性統計分析表 68

表4-6本研究人口統計變數(名目資料)對組織公民行為之分析表 69

表4-7本研究人口統計變數(名目資料)對員工偏差行為之分析表 70

表4-8人口統計變數(連續資料)對組織公民行為之相關係數分析表 70

表4-9人口統計變數(連續資料)對員工偏差行為之相關係數分析表 70

表4-10各變數間之Pearson相關分析彙整表 72

表4-11正式化對組織公民行為影響之分析表 74

表4-12集權化對組織公民行為影響之分析表 75

表4-13正式化對員工偏差行為影響之分析表 76

表4-14集權化對員工偏差行為影響之分析表 77

表4-15程序公平對組織結構與組織公民行為之干擾效果分析表 78

表4-16組織結構與程序公平之交互作用對員工偏差行為影響之分析表 79

表4-17本研究假說實證結果彙整表 81

圖目錄
圖1- 1 本研究之研究流程 9

圖3- 1 本研究架構圖 32

圖4- 1 組織結構之驗證性因素分析圖 62

圖4- 2 組織公民行為之驗證性因素分析圖 63

圖4- 3 員工偏差行為之驗證性因素分析圖 64

圖4-4 程序公平對組織結構與組織公民行為之干擾效果圖 78

圖4-5 程序公平對組織結構與偏差行為之干擾效果圖 80

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