跳到主要內容

臺灣博碩士論文加值系統

(44.200.169.3) 您好!臺灣時間:2022/12/01 01:08
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:林滿紅
研究生(外文):Mang-Hon Lin
論文名稱:員工組織公平、地位差異與角色外行為關聯性研究─以北部某署立醫院為例
論文名稱(外文):A Study on the Associations among Employees’ Position Difference, Extra-role Behavior and Perception of Organizational Justice-A Case of State Owned Hospital
指導教授:余坤東余坤東引用關係顏進儒顏進儒引用關係
指導教授(外文):Kung-Don YeJin-Ru Yen
學位類別:碩士
校院名稱:國立臺灣海洋大學
系所名稱:航運管理學系
學門:運輸服務學門
學類:運輸管理學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:80
中文關鍵詞:組織公平地位差異知覺角色外行為
外文關鍵詞:Organizational JusticePerception of Position DifferenceExtra-role Behavior
相關次數:
  • 被引用被引用:7
  • 點閱點閱:195
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:4
摘 要
由於健保局給付規範的限制,使醫療院所失去自由化的競爭機制,促使各醫療機構的經營者除重視服務品質的改善之外,更著重在成本的控制,以提升自己的競爭優勢。而公立醫院跟其他體系如財團法人醫院來比,在受限更多情形下更加困難,近年來政府公務預算已大幅刪減,人事費用之補貼逐步減少,財務壓力增加,成本的考量之下以非正式員工取代正式員工,而公營機構體制僵化之各種人事、會計問題卻短期內無法解決,造成人員管理上諸多問題,離職率居高不下。
研究對象以病床為646床之北部某區域教學醫院之正式與非正式員工為問卷發放對象。根據研究動機,本研究有三個具體目的如下:ㄧ、比較正式、非正式員工在工作地位差異、組織公平、角色外行為等方面的差異。二、比較員工屬性在工作地位差異、組織公平、角色外行為等方面的差異。三、暸解組織公平對於正式、非正式員工地位差異知覺的影響。四、暸解正式、非正式員工地位差異知覺與角色外行為間的關係。
本研究結果發現:
1.員工之分配公平認知與其感受之組織地位差異,呈顯著正向關聯。
亦即,員工之分配公平越高,其感受的組織地位也越高。
2.員工之程序公平認知與其感受之組織地位差異,呈顯著正向關聯。
亦即,員工之程序公平越高,其感受的組織地位也越高。
3.員工之同儕地位差異知覺與角色外行為呈顯著正向關聯。
亦即,員工感受到在同儕間的地位越高,其角色外行為也越明顯。
4.員工之主管地位差異知覺與角色外行為呈顯著正向關聯。
亦即,員工感受到在主管心目中的地位越高,其角色外行為也越明顯。
關鍵字:組織公平、地位差異知覺、角色外行為
Abstract
In view of Bureau of Health Insurance chargeable limition on the standard issue, causes thehealing institute to lose liberalized the competitive system, urges various medical community on establishment the operator except takes to serve beside the quality improvement, emphatically in the cost control, promotes its competitive advantage.
Since the public hospital comes with other systems like financial legal person hospitals compared to, in to receive limits under more situations to be more difficult, in recent years the government official budget largely has reduced, subsidy the human affairs expense gradually dropped , the financial pressure increases, under the cost consideration substitutes for the official staff to replace unofficial staff, but the public-operated organization system ossification each kind of human affairs, accounting problems question actually on short-term are unable to solve, creates the personnel to manage on many questions, leaving job rate stays at a high level.
The research target for this study for 646 beds on north of regional teaching hospital.It aims official and the unofficial staff on the target questionnaires. According to studies the motive, this research achieves three concrete goals are as follows:Compared official, unofficial staff in the career position difference, the fair organization , the role layman for and so on the aspect difference. Second, Compared with the staff attribute in the career position difference, the fair organization, the role layman for and so on the aspect difference. Third, realizing the fair organization regarding is fairly official, the unofficial staff status difference consciousness influence. Fourth, realizing the official, unofficial staff status difference consciousness and the role layman for the relations.The reserch findings are as following:
1.Assignment fair cognition the staff if organization of status difference the feeling revealed significant correlation. That is, assignment staff fair higher, its feeling organization status is also higher.
2.Procedure of fair cognition the staff if organization of status difference the feeling revealed significant correlation. That is, procedure of the staff fair higher, its feeling organization status is also higher.
3.Associates of status difference consciousness and the role layman staff reveraled significant correlation. That is, the staff feels status in associates' between higher, its role layman for is also more obvious.
4.Manager of position difference consciousness and the role layman labor for assume revealed significant correlation. That is, the staff feels in the responsible mind status higher, its role layman for is also more obvious.
key word:Organizational Justice、Perception of Position Difference、Extra-role Behavior
目 錄

摘要…………………………………………………………………………… i

目錄…………………………………………………………………………… ii

表目錄………………………………………………………………………… iv

圖目錄………………………………………………………………………… v

第一章 緒論………………………………………………………………… 1
1.1 研究背景………………………………………………………… 1
1.2 研究動機………………………………………………………… 7
1.3 研究目的………………………………………………………… 8
1.4 研究流程………………………………………………………… 9
第二章 文獻探討…………………………………………………………… 11
2.1醫療產業與員工的相關文獻與研究…………………………… 11
2.1.1 我國醫療產業的特性……………………………………… 11
2.1.2 我國醫療服務人事的特殊性……………………………… 13
2.1.3 醫療機構員工相關研究……………………………………. 15
2.2組織公平的相關文獻與研究…………………………………….. 16
2.2.1 理論發展……………………………………………………. 16
2.2.2 相關文獻…………………………………………………… 18
2.3 地位差異知覺的相關文獻與研究……………………………… 19
2.3.1 理論發展……………………………………………………. 19
2.3.2 相關文獻……………………………………………………. 22
2.4角色外行為的相關文獻與研究…………………………………. 25
2.4.1 理論發展……………………………………………………. 26
2.4.2 相關文獻……………………………………………………. 27
第三章 研究方法…………………………………………………………… 31
3.1 研究架構………………………………………………………… 31
3.2研究變項操作型定義及衡量…………………………………… 32
3.3 研究假設………………………………………………………… 38
3.4問卷設計及抽樣方法…………………………………………… 39
3.5 資料分析方法與工具…………………………………………… 41

目 錄

第四章 資料分析與結果…………………………………………………… 44
4.1信度分析………………………………………………………… 44
4.2 樣本描述性統計分析…………………………………………… 45
4.3樣本屬性在各變項之單因子變異數分析……………………… 47
4.4研究變項之皮爾森相關分析…………………………………… 55
4.5組織公平與地位差異認知之迴歸分析………………………… 58
4.6地位差異認知與角色外行為之迴歸分析……………………… 59
第五章 結論與建議………………………………………………………… 60
5.1研究結論………………………………………………………… 60
5.2研究建議………………………………………………………… 63
參考文獻……………………………………………………………………… 66
附錄:問卷…………………………………………………………………… 72












表 目 錄

表1-1 署立基隆醫院91-94年人力一覽表……………………………… 4
表1-2 署立基隆醫院各類員工94年度平均薪資一覽表………………… 5
表1-3 署立基隆醫院各類員工94年度績效獎金點數一覽表…………… 5
表3-1 地位差異認知問卷構面與題目一覽表…………………………… 33
表3-2 角色外行為認知問卷構面與題目一覽表………………………… 35
表3-3 組織公平認知問卷構面與題目一覽表…………………………… 36
表3-4 問卷回收統計表…………………………………………………… 40
表4-1 本研究各構面之信度分析表……………………………………… 44
表4-2 樣本描述性統計分析表…………………………………………… 46
表4-3 性別在各態度構面間之單因子變異數分析表…………………… 47
表4-4 年齡在各態度構面間之單因子變異數分析表…………………… 48
表4-5 婚姻在各態度構面間之單因子變異數分析表…………………… 49
表4-6 服務年資在各態度構面間之單因子變異數分析表……………… 50
表4-7 教育程度在各態度構面間之單因子變異數分析表……………… 51
表4-8 服務單位在各態度構面間之單因子變異數分析表……………… 53
表4-9 正式與非正式員工在各態度構面間之單因子變異數分析表…… 54
表4-10 地位差異知覺、角色外行為、組織公平各構面間相關分析表… 56
表4-11 組織公平與員工地位差異認知之迴歸分析表…………………… 58
表4-12 員工地位差異認知與角色外行為之迴歸分析表………………… 59
表5-1 研究假設驗證結果表……………………………………………… 62






圖 目 錄

圖 1-1 衛生署區域聯盟組織架構圖……………………………………… 3
圖 1-2 研究流程圖………………………………………………………… 10
圖 3-1 研究架構…………………………………………………………… 31
參考文獻
中文部份
1. 于乃玲、胡瑞桃、周碧琴、賴瑞月(1999),「某醫院護理人員工作滿意度與留任意願相關性之探討」,長庚護理,第10卷,第3期,頁28-38。

2. 王俊富(2004),「建構動態之企業績效管理新模式-以醫院為例」,義守大學管理科學研究所碩士論文。

3. 甘水美(2002),「臨時員工之內外控傾向對工作滿意度與組織承諾關係之影響」,國立中央大學人力資源管理研究所碩士論文。

4. 李毓祥(2000),「部分工時人力運用與組織績效之實證研究--以量販店為例」,靜宜大學企業管理所碩士論文。

5. 何明勛(2000),「人力資源管理滿意度、員工工作滿足與顧客滿意度之探討-以台中區域級以上醫院為例」,靜宜大學企業管理所碩士論文。

6. 林淑姬(1992),「薪酬公平、程序公正與組織承諾、組織公民行為關係之研究」,國立政治大學企業管理研究所碩士論文。

7.范夙慧(1997),「人力資源管理彈性策略對離職率、缺席率與工作生活品質影響之研究-以醫院為例」,國立中山大學人力資源管理所碩士論文。

8.游文瓊(2001),「人力彈性運用制度安排及其影響之探討---以醫院護理人員為例」,國立中山大學人力資源管理所碩士論文。



13.洪國平(2001),「醫事人員人事制度相關重要問題之探討」,人事月刊,第33卷,第3期,頁76-79。

14.莊逸洲、黃崇哲(2000),醫療機構人力資源管理,台北:華杏股份有限公司。

15.凌儀玲(1998),「醫療服務接觸之臨場觀點」,醫院,31(5),33-42。

16.陸儀勳(1996),「員工認知因素與工作價值對組織公民行為影響之研究:以高雄地區金融業櫃檯從業人員為例」,國立中山大學人力資源管理所碩士論文。

17.扈克勛(2000),「醫院人力資源彈性之研究」,國立中山大學人力資源管理所碩士論文。

18.陳楚杰(1999),醫院組織與管理,第五版,台北:宏瀚文化。

19.曾文秀(2004),「台北市立醫院人力資源彈性管理-以契約人力運用為例」,國立台北大學公共行政暨政策學所碩士論文。

20.張鈞萍(2000),「公立醫院民營化之研究-以行政院衛生署所屬醫院為對象」,東海大學公共行政學系碩士論文。

24.盧榮俊(2003)「公務機關員工之薪資制度、福利制度及升遷制度之知覺與其工作態度關聯性之研究-以中山科學研究院為例」,中原大學企業管理所碩士論文。

21.盧瑞芬、謝啟瑞(2003),「台灣醫院產業的市場結構與發展趨勢分析」,經濟論文叢刊,第31卷,第1期。
英文部分

1.Alexander, B. and Ruderman, M. (1987).The role of procedural and distributive justice in organizational behavior, Social Justice Research, 1, 177-198.

2. Adams. J. S. (1965). Inequity in social exchange. In L. Berkowite(Ed.), Advances
in experimental social psychology, 2, 267-299. New York: Academic Press.

3.Aquino, K. and Bommer, W. H. (2003), “Preferential mistreatment: How victim status moderates the relationship between organizational citizenship behavior and workplace victimization,” Organization Science, Vol 14(4), pp374-385.

4.Baumeister, R.F. and Leary, M.R. (1995), ”The need to belong: desire for interpersonall attachments as a fundamental human motivation,” Psychological Bulletin, Vol 117(2), pp497-529.

5.Bettencourt, B.A., Charlton, K., Dorr, N. and Hume, D.L. (2001), “Status differences and in-group bias: A meta-analytic examination of the effects of status stability, status legitimacy, and group permeability,” Psychological Bulletin, 127(4), 520-542.

6.Brewer, N., Mitchell, P. and Weber, N. (2002). "Gender role, organizational status, and conflict management styles,” The International Journal of Conflict Management, Vol 13 (1),pp 78-94.

7.Browne, K.R. (1998) “An evolutionary account of women's workplace status,” Managerial and Decision Economics, Vol 19(7-8),pp 427-440.

8.Burke, R.J. (2002), “Work stress and women’s health: occupational status effect,” journal of Business Ethics, Vol 37(1), pp91-102.

9. Folger, R., and Bies, R. J.(1989)Managerial responsibilities and procedural justice, EmployeeResponsibilities and Rights Journal, Vol(2),pp 79-90.

10. Folger, R., and Greenberg, J. (1985). Procedural justice: An interpretive analysis
of personnel systems. In K. Rowland and G. Ferries (Eds.), Research in
personnel and human resources management, 3, 141-183, Greenwich, CT:
JAI Press.

11. Folger, R. (1987). Distributive and Procedural Justice in the Workplace, Social
Justice Research, l.1,pp143-160.

12.Foschi, M. (1996), “Double standards in the evaluationof men and women,” social Psychology Quarterly, 59, pp237-254.

13.Geertz(1973), The Interpretation of Cultures, New York: Basic Books.

14. Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity:
The hidden cost of pay cuts. Journal of Applied Psychology, 75, pp561-568.

15. Greenberg and W. R. ,Exchange: Advances in Theory and Research,
New York: Plenum Press.

16.Konovsky, M. A and Pugh, S. D.(1994).Citizenship behavior and social exchange,Academy of Management Journal, Vol.(37),pp 656-677.

17Loch, C.H., Huberman, B.A. and Stout, S. (2000) "Status Competition and Performance in Work Groups," Journal of Economic Behavior and Organization, Vol 43(1), pp35-55.


18.Lind,E.A. and Tyler,T.R. (1988) The social psychology of procedural justice, New York: Plenum Press.

19.MacKenzie, S. B., Podsakoff, P. M., and Fetter, R.(1991). Organizational citizenship behavior and objective productivity as determinants of managerial evaluations of salespersons performance. Organizational Behavior and Human Decision Processes, Vol.50(1),pp 123-151.

20.MacKenzie, S. B., Podsakoff, P. M., and Fetter, R. (1993). The impact of organizational citizenship behavior on evaluations of salesperson performance. Journal of Marketing, Vol.57(1), pp70-81.

21.Morrison, E. W., and Phelps, C. C. (1999). Taking charge at work : Extrarole efforts to initiate workplace change. Academy of Management Journal, vol.42(4), pp403-419.

22.Oxoby, R.J. (2003), “Attitudes and allocations: Status, cognitive disssonance, and the manipulation of attitudes,” Journal of Economic Behavior & Organization. Vol 52(3),pp 365-385.

23.Organ, D.W and Konovsky, M.(1989).Cognitive versus affective determinants of organizational citizenship behavior. Journal of Applied Psychology.
Vol.74(1),pp157-164 .

24.Ravlin, E.C. and Thomas, D.C. (2005), “Status and Stratification Processes in Organizational Life,” Journal of Management, Vol 31(6),pp 966-987.

25.Ridgeway, C.L. and Walker, H.A. (1995), “Creating and Spreading Status Beliefs,” American Journal of Sociology, Vol 106(3), pp579-615.

26.Robbins S.P. (1998), Organizational Bahavior, Prentice-Hall, Inc.

27.Starr, P.D.(1977), “Marginality, Role Conflict, and Status Inconsistency as Forms of Stressful Interaction,” Human Relations, Vol 30(10), pp 949-962.

28.Tyler, T.R. and Blader, S.L. (2002), ”Autonomous vs. comparative status: Must we be better than others to feel good about ourselves?” Organizational Behavior & Human Decision Processes, Vol 89(1), pp813-838.

29.Thibaur, J. and L. W. (1975). Procedural justice: A psychological analysis,Hillsdale, NJ: Lawrence Erlbaum Associates.

30.Tax,S.S.and Brown,S.W.(1998).Recovery and Learning from Service Failure.Sloan Management Review,vol 40(1),pp75-88.

31.Tyler, T.R. and Blader, S.L. (2002), Autonomous vs. comparative status: Must we be better than others to feel good about ourselves? Organizational Behavior and Human Decision Processes, vol 89(1), pp813-838.


32.Van Dyne, L., and LePine, J. A.(1998) Helping and voice extra-role behaviors: Evidence of construct and predictive. Academy of Management Journal.vol 41(1), pp108.

33.Van Den Ven, A. H., R. Hudson, and D. M. Schroeder(1984),Designing New BusinessStartups: Entrepreneurial, Organizational, and Ecological Considerations, Journal of Management, Vol.10(1),pp 87-107.

34.Waldron, DA (1998), “Status in Organizations: Where Evolutionary Theory Ranks,” Managerial and Decision Economics, Vol 19 (7/8),pp 505–520.

35.Webster, M. Jr., and Hysom, S.J.(1998), “Creating Status Characteristics,” American Sociological Review, Vol 63(3),pp 351–378.

36.Weisband, S.P., Schneider, S.K., and Connolly, T. (1995), “Computer-mediated communication and social information: Status salience and status differences,” Academy of Management Journal, Vol 38(4) , pp1124-1151.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top