(3.236.214.19) 您好!臺灣時間:2021/05/10 06:45
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:蕭博仁
研究生(外文):Bo-ren Xiao
論文名稱:組織承諾、工作滿足與組織公民行為之關係-永業與契約雇用型態之干擾效果
論文名稱(外文):The Relationships among Organizational Commitment, Job Satisfaction and Organizational Citizenship Behavior─The Moderating Effect of Permanent and Contracted Employment
指導教授:陳怡昌陳怡昌引用關係林昌榮林昌榮引用關係
指導教授(外文):Yi-Chang ChenChang-Jung Lin
學位類別:碩士
校院名稱:明道大學
系所名稱:管理研究所
學門:商業及管理學門
學類:企業管理學類
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:112
中文關鍵詞:組織承諾契約員工永業員工組織公民行為工作滿足
外文關鍵詞:Organizational CommitmentContract employeePermanent employeeOrganizational Citizenship BehaviorJob Satisfaction.
相關次數:
  • 被引用被引用:0
  • 點閱點閱:103
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:2
組織公民行為係指組織成員自發展現其超越組織正式角色規範的利他行為。過去在企業界的許多研究發現,如果組織員工願意展現「組織公民行為」,組織的服務品質及顧客滿意度也能相對提升,以服務為導向的公部門單位也不例外。基於組織公民行為對組織的重要性,目前國內對於組織承諾、工作滿足及組織公民行為之間關係的研究不少,但甚少進一步去探討以公部門工作身分為干擾變數者,因此本研究擬針對此點加以進一步探討。

本研究主要目的是以工作身分為干擾變項,探討組織承諾、工作滿足與組織公民行為之間關係,藉由問卷普查方法進行,並以彰化縣政府的員工為研究對象,發出500份問卷,有效回收317份問卷,藉由SPSS for Windows 14.0統計軟體,經敘述性統計分析、因素分析、信度分析、相關分析、階層迴歸分析進行統計實證分析。結果如下:

一、公部門之聘雇型態對組織承諾、工作滿足與組織公民行為之間的關係均不具干擾效果;但具備永業身分之公務員在「公私分明」的顯著程度,高於非典型僱用關係進用之契約員工。

二、具有永業身分之公務員與非典型僱用關係進用之契約員工在組織公民行為上呈現顯著差異,進一步分析其子構面發現,永業化公務員之「敬業守法」及「公私分明」顯著高於契約員工。

三、具有永業身分之公務員與非典型僱用關係進用之契約員工在組織承諾表現上呈現顯著差異,進一步分析其子構面發現,契約員工之「規範性承諾」顯著高於永業化公務員。
Organizational Citizenship Behavior (OCB) is an altruistic behavior beyond formal norms performed by members in an organization. Prior studies have documented that the quality of service and customer satisfaction will greatly increase if workers are willing to perform OCB in their organization. Given this fact, the service-oriented public sector should be no exception, yet OCB is even more critical in public sector organizations as they are more dependent on customer satisfaction. Although there have been local studies examining OCB influence in organizational commitment and job satisfaction, based on such significance in OCB to organization, we have rarely found extant empirical research discussing the influence of the relationship among them by taking service-oriented public sector as moderating variable. Thus, this study attempts to further examine the relationship of job satisfaction, organizational commitment, and organizational citizenship behavior within a public sector organization.

The main purpose of this study is to empirically examine the relationship among organizational commitment, job satisfaction, and OCB. Specifically, the study examines the intervening variable of two different employment statuses: traditional formal permanent employees and non-standard contract employees. The study is based on a survey of 500 employees from Changhwa County Government Office, which generated 317 valid responses. The responses were then evaluated using SPSS and applying descriptive statistical analysis, factor analysis, reliability analysis, correlation analysis and hierarchical regression analysis to empirically examine the findings. The results of the study are as follows:

First of all, in terms of the different employment status in public sector to the relationship among job satisfaction, organizational commitment, and organizational citizenship behavior, there appears to be no significant intervening effects found in the study. The study finds that the magnitude of OCB performance is significantly higher from formal permanent employees versus non-standard contract employees when making a clear demarcation between personal and business interests.

Secondly, we can tell the difference in performing OCB between the formal permanent employees and contract employees by their different employment status. Further examination shows that the magnitude in OCB performance regarding the behavior “professional obeys the law” from traditional formal permanent employees is higher than that from non-standard contract employees.

Finally, the study shows a significant distinction in organizational commitment between the formal permanent employees and contract employees. The magnitude of OCB performance regarding the behavior “normative commitment” from non-standard contract employees is higher than that from traditional formal permanent employees.
摘 要 I
Abstract II
謝誌 III
目錄 Ⅳ
表目錄 Ⅵ
圖目錄 Ⅵ
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 4
第三節 研究目的與問題 6
第四節 研究流程 7
第五節 名詞解釋 9
第二章 文獻探討 10
第一節 永業員工與契約員工 10
第二節 組織承諾 14
第三節 工作滿足 21
第四節 組織公民行為 26
第五節 組織公民行為與永業員工及契約員工之相關研究究..................39
第六節 工作滿足、組織承諾與組織公民行為之間相關研究……………………….41
第三章 研究方法 44
第一節 研究架構 44
第二節 研究假設 46
第三節 研究工具 47
第四節 研究對象與資料蒐集 59
第五節 資料分析方法 60
第六節 樣本結構 61
第七節 研究限制 64
第四章 研究結果 65
第一節 敘述性統計分析 65
第二節 差異分析 70
第三節 雇用型態對組織承諾、工作滿足與組織公民行為之關係的干擾效果…. 77
第五章 結論與建議 87
第一節 結論 87
第二節 研究建議 92
參考文獻 94
一、中文部份 94
二、英文參考 100
附錄 107

表目錄

表1-1全省公務人員僱用統計表 .2
表2-1 公務人員與契約進用人員比較表 13
表2-2組織承諾的定義 20
表2-3工作滿足的定義 21
表2-4影響工作滿足的相關因素 25
表3-1組織承諾衡量表 49
表3-2組織承諾因素分析摘要表 50
表3-3組織承諾量表之信度分析 50
表3-4工作滿足衡量表 52
表3-5工作滿足因素分析摘要表 53
表3-6 工作滿足量表之信度分析 53
表3-7組織公民行為衡量表 55
表3-8組織公民行為因素分析摘要表 56
表3-9組織公民行為量表之信度分析 57
表3-10問卷發放與回收情形 59
表3-11樣本基本資料描述性分析 63
表4-1組織承諾所有項目之平均數、標準差 67
表4-2工作滿足所有項目之平均數、標準差 68
表4-3組織公民行為所有項目之平均數、標準差 69
表4-4性別對組織承諾、工作滿足及組織公民行為之獨立樣本t檢定 70
表4-5年齡對組織承諾、工作滿足及組織公民行為之獨立樣本t檢定 71
表4-6婚姻對組織承諾、工作滿足及組織公民行為之獨立樣本t檢定 72
表4-7職別對組織承諾、工作滿足及組織公民行為之獨立樣本t檢定 72
表4-8在彰化縣政府的服務年資對組織承諾、工作滿足及組織公民行為
之獨立樣本t檢定 73
表4-9累積工作年資對組織承諾、工作滿足及組織公民行為之獨立樣本
t檢定…. 74
表4-10部門對組織承諾、工作滿足及組織公民行為之獨立樣本t檢定 75
表4-11單位人數與規範承諾之變異數分析 75
表4-12單位人數與外在滿足之變異數分析 76
表4-13組織公民行為之階層迴歸分析─敬業守法 79
表4-14組織公民行為之階層迴歸分析─協助同事 81
表4-15組織公民行為之階層迴歸分析─不生事爭利 83
表4-16組織公民行為之階層迴歸分析─公私分明 86
表5-1本研究假設驗證結果彙總表 91



圖目錄
圖1-1研究流程 8
圖2-1 Steers組織承諾的前因與後果變項圖 17
圖2-2 Mowday的組織承諾之前因與後果變項圖 18
圖2-3組織公民行為的理論模式 30
圖3-1研究架構 44
一、中文部份
王佳煌、潘中道、郭俊賢、黃瑋瑩、邱怡薇譯,當代社會研究法,學富文化事業有限公司,台北(2002)。(W. Lawrence Neuman原著)。

成之約,「非典型工作型態的前瞻與因應」,國政評論,(2002)。

成之約、鄭津津,「勞動派遣的發展現況與未來展望」,行政院勞工委員會,(2000)。

江大樹,「地方文官甄補制度之分權化與彈性化-兼論地方公務人員特考之改進方向」,國家菁英季刊,第一卷第三期,第63-82頁,(2005)。

李志宏,「組織公民行為意圖影響因素之研究-以兩岸資訊從業人員為例」,博士論文,國立中央大學資訊管理學系,(2000)。

李兆香,「醫院組織文化、領導行為與組織公民行為關係之研究」,碩士論文,國立中山大學人力資源管理研究所,(2003)。

李政翰,「桃園縣國民中學學校組織文化與組織公民行為之關係研究」,碩士論文,輔仁大學教育領導與發展研究所,(2004)。

李誠,「勞動市場彈性化與非典型僱用」,勞工委員會研究報告,(2001)

呂世壹,「聘僱人員績效管理─以行政院及所屬機關聘雇改進方案」為例,人事月刊,第250期,第59-62頁,(2006)。

吳韻儀,「臨時才是永久?」,天下雜誌,第204期,第160-164頁,(1998)。

林庭光,「政府約聘僱人員工作滿意與工作績效之相關研究-以經濟部標準檢驗局為例」,碩士論文,義守大學管理研究所,(2004)。

林光明,「領導風格對組織承諾及組織公民行為影響之研究-以桃園縣政府為例」,碩士論文,銘傳大學公共管理與社區發展研究所碩士在職專班,(2003)。

林志忠,「我國公務人力任用制度之研究─政府再造之觀點」,碩士論文,國立台灣大學國家發展研究所,(2004)。

林子懿,「人格特質、個人與組織契合度與組織公民行為之關聯性分析」,碩士論文,國立台灣海洋大學航運管理學系,(2004)。

林仁和,社會心理學,揚智文化事業,台北(2002)。

林桐銘,「誘因系統滿意程度對承諾變項及組織公民行為影響之研究 - 以高屏地區汽車修護廠為例」,碩士論文,國立中山大學人力資源管理研究所,(1999)。

林欽榮,企業心理學,頁223,揚智文化,台北(2000)。

林鉦棽,「組織公正、信任、組織公民行為之研究:社會交換理論之觀點」,管理科學學報,第十三卷,第三期,第391-415頁,(1996)。

林鉦棽,「以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較」,人力資源管理學報2003夏季號,第三卷第二期,第093-113頁,(2003)。

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

卓孟珍,「組織變革認知、組織承諾與組織公民行為之關係研究-以中央信託局為例」,碩士論文,國立成功大學企業管理學系,(2003)。

周信旗,「人力資源彈性化任用管理之研究-以我國派遣勞動為例」,碩士論文,國立中山大學資源管理研究所,(1998)。

胡敏惠,「生涯發展、組織承諾與組織公民行為關係之研究----以台南地區保險業為例」,碩士論文,長榮大學經營管理研究所,(2004)。

俞文釗,管理心理學,頁190,五南書局,台北(1993)。

侯堂柱,「轉換型領導、組織承諾與組織公民行為之關係—以台灣電子業為例」,碩士論文,國立中山大學人力資源管理研究所,(2001)。

孫淑芬,「工作動機對工作滿意、個人特質及組織公民行為的影響-探索組織文化的干擾效果」,碩士論文,中央大學人力資源管理研究所, (2001)。

陳照明,「從勞雇關係屬性的改變論我國公務人員管理機能的調整」,博士論文,交通大學經營管理研究所,(2002)。

陳妍辰,「情緒勞務、工作特性、工作滿足與組織公民行為之相關性研究」,碩士論文,義守大學管理科學研究所,(2003)。

陳明正,「組織公平與組織公民行為關係之研究-以金融業為例」,碩士論文,淡江大學管理科學研究所,(1996)。

陳錦慧,「非典型聘僱的決定因素及績效之探討」,碩士論文,中山大學人力資源管理研究所,(2002)。

陳昌文等,管理心理學,新文京開發,台北(2003)。

陳思安,「餐飲業全時與部分工時人員組織公民行為之差異-以工作動機為中介變項之研究」,碩士論文,明道管理學院管理研究所,(2005)。

許道然,「不同待遇類型與待遇滿足感及組織公民行為關係之研究」,空大行政學報,第九期,第349-386頁,(1997)。

許道然,「公部門組織信任與組織公民行為關係之研究」,博士論文,國立政治大學公共行政學系,(2002)。

張其恆,「國際勞工組織工時基準與彈性化」,中華民國工商協進會委託政治大學勞工研究所研究,「現行工時制度對企業經營之影響:工時制度彈性化,國際潮流的啟示」,第3頁-14頁,(2001)。

張萱儀,「高科技公司研發人員組織公民行為之研究」,碩士論文,國立中央大學人力資源研究所,(1996)。

楊安城,「聘任、聘用及約僱契約之研究」,碩士論文,國立台灣大學國家發展研究所,(2002)。

曹采華,「員工特徵對工作滿意、組織承諾、組織公民行為、工作績效的影響-以派遣人員為例」,碩士論文,國立中央大學人力資源管理研究所,(2002)。

曾士雄,「學校義工個人特質、參與動機與工作滿意度之研究—以高雄市國民小學為例」,碩士論文,國立高雄師範大學工業科技教育學系,(2001)。

曾陳發,「服務導向組織公民行為與服務品質關聯性之探討-以台灣電力公司為例」,碩士論文,佛光大學管理學研究所,(2004)。

黃洲煌,「個人人格特質、激勵認知、工作態度與組織公民行為之關聯性研究」,碩士論文,國立台灣科技大學管理研究所企業管理學程,(2000)。

葉穎蓉,「由心理契約檢視員工工作身份對工作態度與行為的影響─以公部門的約聘人員為例」,人力資源管理學報2004冬季號,第四卷第四期,第105-129頁,(2004)。

楊振池,「工時縮短與工時制度彈性化之研究--以國內航空產業為例」,碩士論文,國立中山大學高階經營碩士班,(2003)。

蔣景清,「組織氣候、組織承諾與組織公民行為關係之研究-以C工廠為例」,碩士論文,國立中正大學人力資源管理研究所在職專班,(2002)。

蔡孟真,「角色定義幅度與組織公民行為:前置要素之探討」,碩士論文,中原大學心理學系,(2003)。

蔡承志等譯,組織行為,桂冠圖書公司,台北(1991)。(Robbins原著)。

劉鈞慈,「程序公平、組織承諾、信任與組織公民行為關係之研究—以我國產物保險產業為例」,碩士論文,銘傳大學管理科學研究所,(2000)。

劉月珍,「人力新趨勢,約聘狂潮考驗你的雇用價值」,Cheers雜誌, 2004年4月號。

謝慶鎰,「組織政治知覺對組織承諾、工作績效、組織公民行為的影響--公民營企業成員的比較分析」,碩士論文,國立中山大學人力資源管理研究所,(2003)。

戴淑賢,「服務氣候與服務導向公民行為之關聯性探討」,碩士論文,元智大學管理研究所,(2002)。

羅樹平,「組織承諾、工作滿意與組織公民行為間之實證研究 -- 屏東縣警察為例」,碩士論文,義守大學管理科學研究所,(2004)。

二、英文部分
Allen, T. D. & Rush, M. C., “The effects of Organizational Citizenship Behavior on performance judgements:A field study and a laboratory experiment.” Journal of Alied Psychology. Vol. 83, No. 2, pp. 247-260, (1998).
Bacharach, S. B., “Organizational Theories: Some Criteria for Evaluation,”
Academy of Management Review, Vol. 14, No. 4, pp. 496-515, (1989).
Baron, R. M., & Kenny, D. A., “The Moderator-Mediator Variable Distinction in Social Psychological Research:Conceptual, Strategic, and Statistical Considerations, ” Journal of Personality and Social Psychology, Vol. 51, No. 6, pp. 1173-1182, (1986).
Barr, S. H., & Pawar, B. S., “Organizational Citizenship Behavior: Domain Specifications for Three Middle Range Theories,” Academy of Management Journal, Best Papers Proceedings, pp. 302-306, (1995).
Bateman, T. S., & Organ, D. W., “Job satisfaction and the good soldier: The relationships between affect and employee citizenship,” Academy of Management Journal, Vol. 26, No. 4, pp. 587-595, (1983).
Bateman, T. S., Sakano, T., & Fujita, M., “Roger, me, and my attitude:Film propaganda and public opinion toward corporate leadership,” Journal of Applied Psychology, Vol. 77, pp. 768-771, (1992).
Beard, K. M., & Edards, J. R. Employees at risk: Contingent work and the psychological experience of contingent work, ”Trends in Organizational Behavior, Vol. 42,No.2, pp.109-126, (1995).
Bettencourt, L. A., Meuter, M. L., & Gwinner, K. P., “A comparison of attitude personality and knowledge predictors of Service-Oriented organizational citizenship behaviors,” Journal of Applied Psychology, Vol. 86, No. 1, pp. 29-41, (2001).
Bienstock, C. C., DeMoranville, C. W., & Smith, R. K., “Organizational Citizenship Behavior and Service Quality,” The Joural of Service Marketing, Vol. 17, No. 4, pp. 357-375, (2003).
Bolon, D. S., “Organizational Citizenship Behavior Among Hospital Employees: A Multidimensional Analysis Involving Job Satisfaction and Organizational Commitment,” Hospital and Health Services Administration, Vol. 42, pp. 221–241, (1997).
Bowen, D. E., & Schneider, B., “Employee and Customer Perceptions of Service in Banks: Replication and Extension ,” Journal of Applied Psychology, Vol. 70, No. 3, pp. 423-433, (1985).
Bowen, D. E., & Schneider, B., “The Service Organization : Human Resources Management is Crucial, Organizational Dymamics, Vol. 21, No. 44, pp. 39-52, (1993).
Brief, A. P., & Aldag, R. J., “Some correlates of work values,” Journal of Applied Psychology, Vol. 60, No. 6, (1976).
Cattell, R. B., “The Scree Test for the Number of Factors,” Multivariate Behavioral Research, Vol. 1, pp. 245 -276, (1966).
Crank, J. P., Culbertson, R. G., Poole, E. D., & Regoli, R. M., “The measure of cynicism among police chiefs,” Journal of Criminal Justice, Vol. 15, pp. 37-48, (1987).
Deci, E. L., & Ryan, R. M., “Intrinsic motivation and self-determination in human behavior,” New York: Plenum Press, (1985).
Farh, Jiing-Lih, Podsakoff, P. M., & Organ, D. W., “Accounting for Organizational Citizenship Behavior: Leader Fairness and Task Scope Versus Satisfaction,” Journal of Management,Vol. 16, No. 4, pp. 705-721, (1990).
Geen, R., Beatty, W., & Arkin, R., “Human motivation: Physiological, behavioral, and social approaches,” Boston: Allyn & Bacon, (1984).
Graham, J. W., “ An Essay on Organizational Citizenship Behavior,”Employee Responsibilities and Rights Journal, Vol. 4, pp. 249-270, (1991).
Graham, J.W., “Leadership, Moral Development, and Citizenship Behavior,” Business Ethics Quarterly, Vol. 5, No. 1, pp. 43-54, (1995).
Granovetter, M., “Economic action and social structure: The problem of embeddedness,” American Journal of Sociology, Vol. 91, pp. 481-510, (1985).
Hackman, J. R., & Oldham, G. R., “Development of the job diagnostic survey ,” Journal of Applied Psychology, Vol. 60, pp. 159-170, (1975).
Hackman, J. R., & Oldham, G. R., “Motivation through the design of work: Test of a theory,” Organizational Behavior and Human Performance, Vol. 16, pp. 250-279, (1976).
Herbert, T. T., “Dimensions of organizational behavior,” New York:Collier macmillan, (1976).
Herzberg, F., Mausner, B., & Snyderman, B., “The Motivation to work,” N.Y. : Johnson Wiley & Sons, (1959).
Hoppock, R., “Job Satisfaction,” New York: Happy and Brothers Publisher, (1935).
Inkeles, A., “Participant citizenship in six developing countries,” American Political Science Review, Vol. 63, pp. 1120-1141, (1969).
Kaiser, H. F., “Little Jiffy, Mark IV, ” Educational and Psychology Measurement, Vol. 34, pp. 111-117, (1974).
Kalleberg, A. L., “Work Value and Job Rewards :A theory of job Satisfaction.American Sociological Review,Vol.42,pp.124-143,(1977).
Kalleberg, A. L., “Nonstandard employment relations :Part-time, temporary and contract work”.Annual Review of Sociology,Vol.26,pp.341-365,(2000)
Katz, D., & Kahn, R. L., The Social phycholigy of organizations, New York:Wiley, (1966;1978).
Konovsky, M. A., & Organ, D. W., “Dispositional and contextual determinants of organizational citizenship behavior,” Journal of Organizational Behavior, Vol. 17, No. 3, pp. 253-266, (1996).
Konovsky, M. A., & Pugh, S. D., “Citizenship behavior and social Exchange, ” Academy of Management Journal, Vol. 37, No. 3, pp. 155-169, (1994).
Krilowicz, T. J., &Lowery, C. M., “The Impact of Organizational Citizenship Behavior on the Performance Appraisal Process: A Cross-cultural study,” International Journal of Management, Vol. 13, No. 1, pp. 94-100, (1996).
Maslow, A. H., “A Theory of Human Motivation,” Psychological Review, Vol. 50, pp. 370-96, (1943).
Meyer, J. P., & Allen, N. J. “A three-component conceptualization of organizational commitment,” Human Resource Management Review,Vol.1,pp.61-98, (1991).
Mitchell, T. R., “Motivation: new directions for theory, research, and practice,” Academy of Management Review, Vol. 7, No. 1, pp. 80-88, (1982).
Morishima, M., “Contingent Workers in Japan: New Developments and Unexpected Consequences,” Vol. 40, No. 3, (2001).
Morrison, E. W., “Role definitions and organizational citizenship behavior: The importance of the employee’s perspective,” Academy of Management Journal, Vol. 37, No. 6, pp. 1543-1567, (1994).

Moorman, R. H., “Relationship between Organizational Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship? ” Journal of Applied Psychology, Vol. 76, No. 6, pp. 845-855, (1991).

Moorman, R. H., & Blakely, G. L., “Individualism-Collectivism as an Individual Difference Predictor of Organizational Citizenship Behavior,” Journal of Organizational Behavior, Vol. 16, No. 2, pp. 127-142, (1995).

Moorman, R. H., Blakely, G. L., & Neihoff, B. P., “ Does perceived organizational support medite the relationship between procedural justice and
organizational citizenship behavior,” Academy of management Journal, Vol. 41, No. 3, pp. 351-357, (1998).

Moorman, R. H., & Harland, L. K., “Temporary Employees As Good Citizens: Factors Influencing Their OCB Performance,” Journal of Business and psychology, Vol. 17, No. 2, pp. 171-187, (2002).

Mowday, R. T., Porter, L. W., & Steers, R. M., “Employee-organization linkages: The psychology of commitment, absenteeism, and turnover,” New York:Academic Press, (1982).

Niehoff, B. P., & Moorman, R. H., “Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior,” Academy of Management Journal, Vol. 36, No. 3, pp. 527-556, (1993).

Nually, J.C. , “Psychometric Theory,” New York:McGraw-Hill, (1978).
Organ, D. W., “Organizational Citizenship Behavior:The Good Solider Syndrome,” Lexington, MA:Lexington Books, (1988).

Organ, D. W., “The motivational basis for organizational citizenship behavior,” Research in organizational behavior. Vol. 12, pp. 43-72, (1990).

Organ, D. W., “Personality and Organizational Citizenship Behavior,” Journal of Management, Vol. 20, No. 2, pp. 465-478, (1994).

Organ, D. W., & Ryan, K., “A Meta-analytic Review of Attitudinal and Dispositional Predictors of Organizational Citizenship Behavior,” Personal Psychology, Vol. 48, No. 4, pp. 775-802, (1995).

Pearce, J., “Bank Executives and PCs: Managing More Effectively,” Bank Administration, Vol. 63, No. 1, pp. 43, (1987).

Pinder, C. C., “Work motivation:Theory, issues, and applications,” Glenview, IL:Scott. Foresman and Company, (1984).

Podsakoff, P. M., & MacKenzie, S. B., “A second generation measure of organizational citizenship behavior,” Indiana University, (1989).

Podsakoff, P. M., & Mackenzie, S. B., “Organizational Citizenship Behaviors and sales unit effectiveness,” Journal of Marketing Research, V. 31, No. 3, pp. 351-363, (1994).

Podsakoff, P. M., Ahearme, M., & MacKenzie, S. B., “ Organizational citizenship behavior and the quantity and quality of work group performance,” Journal of Applied Psychology, Vol. 82, pp. 262-270, (1997).

Podsakoff, P. M., Mackenzie, S. B., Paine, J. B., & Bachrach, D. G., “Organizational citizenship behaviors: A Critical review of the theoretical and empirical literature and suggestions for future research.,” Journal of Management, Vol. 26, No. 2, pp. 513-563, (2000).

Randall, M. L., Cropanzano, R., Bormann, C. A., & Birjulin, A., “Organizational Politics and Organizational Support as Predictors of Work Attitudes, Job Performance, and Organizational Citizenship Behavior,” Journal of Organizational Behavior, Vol. 20, pp. 159-174, (1999).

Regoli, R. M., Crank, J. P., & Rivera, G. F., “The construction and implementation of an alternative measure of police cynicism,” Criminal Justice and Behavior, Vol. 17, pp. 395-409, (1990).

Robbins, S. P., “Organizational behavior:concepts, controversies, and application,” Englewood Cliffs, N. J.:Prentice Hall, (1993).

Robinson, S. L., & Morrison, E. W., “Psychological Contracts and OCB: The Effect of Unfulfilled Obligations on Civic Virtue Behavior,” Journal of Organizational Behavior, Vol. 16, No. 3, pp. 289-298, (1995).

Ronen, Simcha, Sadan, Simcha, “Job Attitudes Among Different Occupational Status Groups: An Economic Analysis,” Work and Occupations, Thousand Oaks : Vol. 11, No. 1, pp. 77, (1984).

Rotchford, N. L., Roberts, K. H., “Part-time Workers as Missing Persons in Organizational Research, ” Academy of Management Review, Vol. 7, pp. 228-234, (1982).


Ryne, J. J., “Work Values and Organizational Citizenship Behaviors: Values That Work for Employees and Organizations,” Journal of Business and Psychology, Vol. 17, No. 1, (2002).

Salancik, G. R., “Commitment and the control of organizational behavior and belief,” In B. M. Staw & G. R. Salancik (Eds.), New directions in organizational behavior:pp. 1-54, Chicago: St. Clair Press, (1977).

Schappe, S. P., “The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior,” The Journal of Psychology, Vol. 132, No. 3, pp. 277-290, (1998).

Schnake, M., Dumler, M. P., & Cochran, D. S., “The relationship between ‘traditional’ leadership,‘super’leadership, and organizational citizenship behavior,”Group and Organizational Management, Vol. 18, No. 3, pp. 352-365, (1993).

Scott, J. H. Jr., “A theory of Optimal Capital Structure,” The Bell Journal of Economics, Vol. 7, No. 1, pp. 33-54, (1976).

Sloat, Kim C M, “Organizational citizenship,” Professional Safety, Park Ridge: Vol. 44, No. 4, pp. 20, (1999).

Smith, C. A., Organ, D. W., & Near, J. P., “Organizational Citizenship Behavior: Its Nature and Antecedents,” Journal of Applied Psychology, Vol. 68, No. 4, pp. 653-663, (1983).

Smith, V., “New Forms of Work Organizations,” Annual review of sociology, pp. 315-339, (1997).

Tang, T. L., Hamid, A., & Ibrahim, S., “Antecedents of Organizational Citizenship Behavior Revisited: Public Personnel in the United States and in the
Middle East,” Public Personnel Management, Vol. 27, No. 4, pp. 529-550, (1998).

Van Dyne, L., Graham, J. W., & Dienesch, R. M., “Organizational citizenship behavior Construct redefinition, measurement, and validation,” Academy of Management Journal, Vol. 37, No. 4, pp. 765-802, (1994).

Van Dyne, L., & Ang, S., “Organizational Citizenship Behavior of Contingent Workers in Singapore,” Academy of management Journal, Vol. 41, No. 6, pp. 692-703, (1998).

Webber, R. A., Management: Basic Elements of Managing Organizations, Revised ed. Richard d. Irwin, (1979).

Williams, L. J., & Anderson, S. E., “Job satisfaction and organizational commitment as predictors of organizational citizenship behavior and in – role behaviors, ” Journal of Management, Vol. 17, pp. 601-617, (1991).

Williams, S., Richard P., & Mohamed Z., “Justice and organizational citizenship behavior intentions: Fair rewards versus fair treatment,” The Journal of Social Psychology,. Washington: Vol. 142, No. 1, pp. 33, (2002).
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔