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研究生:楊淑慧
研究生(外文):Shu-Hui Yang
論文名稱:互動公平認知、上下司關係品質、與組織公民行為-以大功率廣播電台為例
論文名稱(外文):Examining the Relationships among Interactional Justice, Superior-Subordinate Relationship Quality, and Organizational Citizenship Behaviors in Media Organizations
指導教授:李秀珠李秀珠引用關係
指導教授(外文):Shu-Chu Li
學位類別:碩士
校院名稱:國立交通大學
系所名稱:傳播所
學門:傳播學門
學類:一般大眾傳播學類
論文種類:學術論文
論文出版年:2004
畢業學年度:92
語文別:中文
論文頁數:148
中文關鍵詞:上下司關係品質互動公平分配公平組織公民行為組織公平程序公平
外文關鍵詞:LMXInteractional JusticeDistributional JusticeOCBOrganizational JusticeProcedural Justice
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「組織公民行為」是員工自動自發超越其應有職責之上的行為,此行為對組織整體效率及功能有決定性的影響,所以組織管理者也亟思如何誘發員工展現此行為。組織公平與組織公民行為之間的直接或間接關係,一直是學者們研究的重點,有些學者將組織公平分為分配、程序及互動公平,他們認為互動公平可影響員工對分配公平及程序公平的認知而擴及對組織整體的感受,也認為互動公平認知可經由上下司好的關係品質而影響組織公民行為。
互動公平是屬上下司人際對待議題,而近幾年互動公平與組織公民行為關係的相關研究,也成為學者在探討組織公平對組織員工行為影響的研究重點之一;然而相關研究多屬商管學門,而且也未有充足之研究成果,因此本研究整理了組織公民行為、組織公平及上下司關係品質等國內外相關文獻與研究,希望從組織傳播觀點,建構組織公民行為概念、互動公平元素,並探討互動公平認知與上下司關係品質之間的相關性以及上述三者之間的關係。
本研究是以國內五個大功率電台為例,採質化之深度訪談法,選擇直屬上下司配對為訪談對象,共訪問25位上下司。研究結果建構出五項組織公民行為,分別是:「與人為善」、「提供建言」、「有向心力」、「體察上意、高度配合」以及「拓展組織形象」;另外也發現五項互動公平元素,分別是:「態度親和、不擺架子」、「願意傾聽、溝通無礙」、「充分授權、給予發揮空間」、「信任部屬、給予肯定」以及「體恤了解、支持部屬」。同時也發現當部屬能因感受到互動公平而與上司形成高關係品質時,較易引導其執行組織公民行為。
Organizational citizenship behaviors are those employee''s behaviors which are beneficial to an organization, but not required by the organization. The products of media organizations are information, which requires employees to be creative, professional, and timely to maintain the quality of the products. Therefore, organizational citizenship behaviors are especially important to media organizations because these types of organizational behaviors will guarantee the quality of media products.
This study attempts to understand the relationships among interactional justice, superior-subordinate relationship quality, and organization citizenship behaviors in five Taiwan''s radio stations. Twenty-five employees including 7 dyads of superiors and subordinates in radio stations were intensively interviewed and the interviews were transcribed for data analysis. This study found that both interactional justice and superior-subordinate relationship quality were critical factors for inducing employees to perform organizational citizenship behaviors. More research findings were discussed in the paper.
- 目 錄 -
中文摘要 i
Abstract ii
誌謝 iii
目錄 v
圖表目錄 vii
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第二章 文獻探討 9
第一節 組織公民行為 9
一、組織公民行為的起源 9
二、組織公民行為的意涵 11
三、組織公民行為的構面 11
四、組織公民行為的社會交換理論基礎 15
第二節 組織公平與組織公民行為 17
一、公平理論(Equity theory) 18
二、組織公平 19
第三節 「領導者-部屬」交換關係 32
一、領導-部屬交換理論(LMX)的發展背景及內涵 33
二、上下司關係品質對工作態度及行為結果之影響 35
三、上下司關係品質與互動公平 38
四、上下司關係品質、互動公平與組織公民行為 40
第四節 研究問題 43
第三章 研究方法 47
第一節 資料蒐集 47
一、資料蒐集方法 47
二、樣本選取方式 48
三、資料蒐集過程 52
第二節 訪談綱要設計 53
第三節 資料分析 55
一、訪談資料分析 55
二、「領導者-部屬」關係品質問卷分析 56
第四章 研究發現與討論 57
第一節 研究發現 57
一、部屬利組織之職責外行為 57
二、上司對部屬的互動與對待方式 67
三、上下司的關係品質 75
第二節 研究討論 77
一、組織公民行為之展現 77
二、互動公平元素 86
三、互動公平認知與組織公民行為之關係 93
四、互動公平認知與上下司關係品質 100
五、互動公平認知、上下司關係品質與組織公民行為 104
第三節 整體討論 108
一、組織公民行為的重要性 108
二、組織公民行為的前提 109
三、互動公平元素的相互作用與對組織之影響 110
四、正向對待、高關係品質與正向回報行為 111
第四節 其他研究發現之討論 114
一、轉換型領導與組織公民行為之關聯性 114
二、組織支持與組織公民行為 115
三、對組織公民行為的定義與執行意願 116
四、組織公民行為之其他前提因素 117
第五章 結論與建議 119
第一節 研究結論 119
一、組織公民行為動機 119
二、高品質上下司關係中介互動公平與組織公民行為 120
三、對主管的建議 121
四、對部屬建議 123
第二節 研究建議 125
第三節 研究限制 126
參考文獻 127
一、中文文獻 127
二、英文文獻 129
附錄一 143
附錄二 147
- 圖表目錄 -
表1:深度訪談樣本基本資料 51
表2:本研究組織公民行為構面與國內外學者構面之比較 79
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