臺灣博碩士論文加值系統

本研究目的是探討主管如何透過個人行為而影響員工工作績效。企業若欲達到高績效，除有形資產須有競爭優勢外，員工若能超乎角色內要求的績效表現，這即所謂脈絡績效或稱為組織公民行為，根據控制理論，主管必須清楚傳達工作目標、工作完成期限、工作績效指標以及所應負的責任，而當員工面臨工作瓶頸時必須給予指導，因此主管行為影響員工績效表現優劣，主管行為分為輸入控制、程序控制與產出控制三種型態，故本文研究目的為探討主管控制型態對員工工作行為的影響並導入認知變數(工作滿意、組織公正)為中介變數，分別探討主管控制意識對員工工作行為直接與間接效果，此外，本研究根據研究文獻嘗試將集體文化與交易意識作為調節變數，以瞭解集體文化與交易意識在主管控制意識、員工認知變數與行為變數中的影響性。研究結果發現主管績效控制型態對員工組織公正、工作滿意有顯著的影響而員工公正認知與工作滿意又會影響到他的工作績效，經過中介效果後發現，主管控制型態除直接影響員工工作行為外，也透過組織公正與工作滿意中介效果來影響員工，此外，在調節效用分析中，研究發現集體文化在大部分的關係中有正向調節作用，交易意識在大部分的關係中具負向調節效果。

In order to ensuring the high performance of an organization, the managers must encourage not only task-related performance but also contextual performance behaviors of an employee. Based on the importance of task and contextual performance behaviors to the success of an organization, the present research investigates the relationship between leaders’ control behaviors and job performance of employees. According to the perspective of control theory, the leader’s control behaviors are described as three types: input control, procedure control, and output control. Drawing from citizenship behavior theory, this research uses the framework of contextual-task performance, this study is trying to understand the impacts of leader control behaviors on employee’s job performance behaviors through the mediating effects of job satisfaction and organizational justice, and moderating effects of collectivism and exchange ideology. Sampling from the settings of manufacturing industries, the present investigation finds the following empirical results: leader control for employee’s job behavior is divided into the direct effect, which is the significant influence of control behaviors on job performance, and the mediating roles of organizational justice and job satisfaction between control behaviors and job performance. In addition, there is interaction of collectivism and exchange ideology in the relationship between control behavior, job satisfaction, organizational justice and job performance. Based on the above results, some implications and suggestions will be offered for managerial practices and theoretical fields of human resource management

目 錄
第壹章 緒論……………………………………………………………1
第一節 研究動機…………………………………………………….1
第二節 研究問題…………………………………………………….3
第三節 研究目的……………………………………………...……….4
第四節 研究限制…………………………………………………….5
第貳章 文獻探討………………………………………………………6
第一節 主管績效控制型態………………………………………….6
第二節 組織公正……………………………………………...……...11
第三節 工作滿意…………………………………………………...15
第四節 工作績效…………………………………………………...18
第五節 主管績效控制型態、組織公正、工作滿意與工作績效之關係…………………………………………………………...39
第六節 集體文化……………………………………………...….43
第七節 交易意識…………………………………………………...47
第參章 研究方法……………………………………...……………..50
第一節 研究架構…………………………………………...………...50
第二節 研究假設…………………………………………………...52
第三節 資料分析方法……………………………………………...53
第四節 研究變項的定義與衡量………………………...…………...54
第五節 資料蒐集方法與研究對象………………………………...68
第肆章 研究結果與討論………………...……………...………………...70
第一節 研究變項資料分析………...……………………………....70
第二節 人口統計特徵與各變數之差異分析……………………...81
第三節 組織公正與工作滿意之中介角色分析………………….100
第四節 調節角色分析……………...………...…………………..109
第五節 研究結果總結……………………...……………………….139
第伍章 結論與建議………………………………...………………141
第一節 研究結果討論…………………………………………….141
第二節 建議………………………………...……………………….147
參考文獻………………………………………...…………………………150
附錄一：問卷內容…………………………….……………………………167

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