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研究生:王郁雯
研究生(外文):Wang,Yuh-Wen
論文名稱:績效評估公平性、薪資公平性、組織公民行為與工作績效關聯性之研究
論文名稱(外文):An Empirical Study on the Relationship amount Performance Appraisal Equity, Compensation Equity, Organizational Citizenship Behavior and Job Performance
指導教授:黃義俊黃義俊引用關係
指導教授(外文):Huang,Yi-Chun
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:商務經營研究所
學門:商業及管理學門
學類:一般商業學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:173
中文關鍵詞:績效評估公平性薪資公平性組織公民行為工作績效
外文關鍵詞:performance appraisal equitycompensation equityorganizational citizenship behaviorjob performance.
相關次數:
  • 被引用被引用:7
  • 點閱點閱:716
  • 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:3
本研究參考Folger & Cropanzano(1998)、林淑姫(1992)等研究,探討績效評估公平性、薪資公平性、組織公民行為與工作績效之間的關聯性。本研究採問卷調查法,以某鋼鐵集團公司及其子公司員工為實證研究對象,共蒐集466 份有效問卷,本研究以Pearson分析結果發現:績效評估公平性、薪資公平性、組織公民行為與工作績效有顯著正相關。本研究再以複迴歸分析結果發現:績效評估公平性有部分構面會顯著正向影響組織公民行為;績效評估公平性有部分構面會顯著正向影響工作績效。薪資公平性有部分構面會顯著正向影響組織公民行為;薪資公平性有部分構面會顯著正向影響工作績效。本研究進一步以路徑分析結果發現:績效評估公平性會透過組織公民行為間接影響工作績效;薪資公平性會透過組織公民行為間接影響工作績效。研究結果發現以組織公民行為作中介變項時有部份具中介效果,有部份不具中介效果。
This research is focused on the relationship amount performance appraisal equity, compensation equity, organizational citizenship behavior and job performance. Referring to the works of Folger and Cropanzano(1998) as well as Shu-Chi Lin (1992), to buid the concept frame of this research, furthermore, using the method of questionnaires to examine the relationship amount the variables for this study from the employees of a steel company and its associating company. A total of 466 valid responses were obtained. By the Pearson-analysis method, the result clearly indicates that performance appraisal equity and compensation equity are positively correlated with organizational citizenship behavior and job performance. By the multiple-regression-analysis method, it is found that some factors of performance appraisal equity have strong positive influence on organizational citizenship behavior and job performance, and that some factors of compensation equity have strong positive influence on organizational citizenship behavior and job performance. Using the path-analysis method, the research further verifies that job performance could be affected by both performance appraisal equity and compensation equity through organizational citizenship behavior.
中文摘要 Ⅰ
英文摘要 Ⅱ
目錄 Ⅲ
表目錄 Ⅴ
圖目錄 Ⅶ

第壹章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 4
第四節 研究對象 5
第五節 研究流程 8

第貮章 文獻研討 9
第一節 組織公平相關理論 9
第二節 績效評估公平性 13
第三節 薪資公平性 22
第四節 組織公民行為 29
第五節 工作績效 39

第參章 研究方法 47
第一節 研究架構 47
第二節 研究變項之操作性定義與衡量工具 48
第三節 研究假說 58
第四節 問卷設計 73
第五節 研究對象 82
第六節 資料分析方法 83
 
第肆章 研究結果與分析 85
第一節 獨立樣本t檢定、量表效度與信度分析 85
第二節 各研究變項間之描述性統計分析 97
第三節 各研究變項間之相關分析 112
第四節 中介效果之分析與探討 122

第伍章 結論與建議 125
第一節 研究結論 125
第二節 研究建議 138
第三節 研究貢獻 142
第四節 研究限制 145

參考文獻 146
一、中文部分 146
二、英文部分 150

附錄一:問卷調查 159
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