臺灣博碩士論文加值系統

在組織中，公平構成了一個道德的、公正的運轉原則，員工會以此原則來裁量自身的投入與產出。而當員工感受到組織內有不公平的狀態時，從正面建設性的發言到負面破壞性的行為都有可能會發生，對組織的影響可謂不小，因此組織如何達到員工所認知的公平狀態，實是一個重要的課題。
由於「社會交換」暗示著員工與組織間為非正式契約的關係，對員工而言，管理者即是組織的代理人，因此社會交換關係的探討重點是以員工-管理者間的關係為中心。
另外政治行為在組織的運作中也扮演著相當重要的角色。政治行為的產生，易威脅到員工與組織彼此間的信任，而導致對組織的疏離感，或是造成有價值員工的流失等問題且頻繁的政治行為，會導致員工工作焦慮、工作投入減少、工作滿足的降低，進而產生組織退縮、離職、曠職等現象，有礙工作績效。故由此可知，組織政治行為亦可作為組織結果的反向指標。
本研究是以組織公平為基礎，加入組織政治行為，建構一個包含"管理者信任"的完整組織公平的架構，來檢視組織公平與管理者信任對政治行為的影響關係。且擬以"管理者信任”為中介變項﹐進一步探討組織公平是如何透過員工對管理者的信任﹐來達到影響員工政治行為的目的。
本研究以中小企業為研究對象，共發出1010份問卷，有效回收問卷為243份，並以皮爾森積差相關、回歸分析、徑路分析來檢定，結果如下：
1.組織公平與其三個構面分配公平、程序公平、互動公平，與員工對管
理者的信任有顯著正向影響關係。
2.組織公平與其三個構面分配公平、程序公平、互動公平，對組織政治
行為有顯著負向影響關係。
3.員工對管理者的信任與組織政治行為有顯著負向影響關係
4.管理者信任對組織公平與組織政治行為的關係具有顯著的中介效果

第壹章 緒論1
第一節 研究問題說明1
第二節 研究架構4
第三節 研究變項的操作性定義6
第貳章 文獻回顧10
第一節 組織公平之相關理論及研究10
第二節 組織公平與管理者信任的相關理論及研究14
第三節 組織公平與組織政治行為之相關理論及研究20
第四節 管理者信任與組織政治行為之相關理論及研究25
第五節 組織公平、管理者信任與組織政治行為之相關理論及研究 26
第參章 研究設計27
第一節研究假說27
第二節 研究對象與樣本收集31
第三節 衡量工具說明32
第四節 資料處理與分析方法37
第肆章 研究分析41
第一節 樣本資料統計分析41
第二節 組織公平與管理者信任之關係42
第三節 組織公平與組織政治行為之關係46
第四節 管理者信任與組織政治行為之關係50
第五節 組織公平、管理者信任、組織政治行為的徑路關係之分析 52
第伍章 研究結論與建議65
第一節研究結論65
第二節研究建議74
參考文獻78
一、中文部份78
二、英文部份80
附錄--本研究問卷附錄-1

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