臺灣博碩士論文加值系統

工作滿足一直是最熱門的研究話題，尤其是Gibson et al. 於2000年提出的工作滿足的理論更是達到最高點。本研究認為組織公平、信任對工作滿足會產生影響關係，因此，針對基隆市政府從組織公平與信任的不同觀點對工作滿足進行研究，主要希望了解基隆市政府員工透過組織公平、信任能否影響工作滿足，以及信任對於組織公平及工作滿足是否具有中介效果。
首先以基隆市政府為母體進行實證研究，總計發放616份，蒐集有效問卷403份。其次使用SAS套裝軟體來分析各變數之間的關係。
經研究結果可得下列結論：
1.組織公平與組織員工工作滿足有正向影響關係。
2.組織公平與組織員工間信任有正向影響關係。
3.組織員工間信任與組織員工工作滿足有正向影響關係。
4.信任為組織公平對組織員工工作滿足影響之中介變項。
本研究結果希望未來在工作及領導上可供運用參考，使領導者在做決策及領導部屬更用心，以提升工作績效。

Abstract
Job satisfaction has been always the hottest topic of research. It is the highest point that Gibson et al. proposed the Theory of Job Satisfaction in 2000. This study considered that Organization justice and trust influence Job Satisfaction, So it tried to take different aspects ─Organization justice and trust to test job satisfaction with Keelung City Government.
The main purpose of this study is to understand that whether job satisfaction will be influenced by Organization justice and Trust , and if Trust will be an intermediary effect between Organization justice and Job satisfaction.
First of all, the thesis took Keelung City Government as sample, The total quantity of questionnaire are 616 and the effective ones are 403. The thesis used SAS software to test the all hypothesis.
The conclusions are below:
1.Organization justice is related with Job satisfaction.
2.Organization justice is related with Organization Trust.
3.Organization trust is related with Job satisfaction.
4.Trust has the intermediary effect between Organization
justice and Job satisfaction.
The conclusions hope application to work and lead in future , let leaders make decisions and lead employees will heartfelt, raise the job performance.

目 錄
謝辭---------------------------------------------------I
中文摘要----------------------------------------------II
ABSTRACT---------------------------------------------III
表目錄------------------------------------------------IV
圖目錄------------------------------------------------VI
第一章 緒論-------------------------------------------1
第一節 研究動機-------------------------------------1
第二節 研究問題-------------------------------------3
第三節 研究架構與變項之操作性定義-------------------4
第二章 文獻探討---------------------------------------9
第一節 組織公平與工作滿足之相關研究-----------------9
第二節 組織公平與信任之相關研究--------------------11
第三節 信任與工作滿足之相關研究--------------------13
第四節 組織公平、信任和工作滿足之相關研究----------15
第三章 研究方法--------------------------------------17
第一節 研究假說---------------------- -------------17
第二節 研究對象與資料蒐集--------------------------22
第三節 統計分析方法--------------------------------23
第四節 衡量工具------------------------------------24
第四章 實證結果與分析--------------------------------29
第一節 組織公平與員工工作滿足之關係----------------29
第二節 組織公平與信任之關係------------------------34
第三節 信任與員工工作滿足之關係--------------------38
第四節 組織公平、信任與員工工作滿足之關係----------42
第五章 結論與建議------------------------------------50
第一節 結論----------------------------------------50
第二節 建議----------------------------------------55
參考文獻----------------------------------------------56
一、中文部分----------------------------------------56
二、英文部分----------------------------------------57
附錄--------------------------------------------------62
樣本資料統計分析--------------------------------------67
樣本資料皮爾森積差相關係數分析總表--------------------69
樣本資料皮爾森積差相關係數各別分析表-----------------70

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