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研究生:陳見來
研究生(外文):Chien-Lai Chen
論文名稱:組織公民行為前置因素之研究-以本國銀行行員為例
論文名稱(外文):The Study of the Antecedents of Organizational Citizenship Behavior-An Empirical Study of Taiwan Bank Employee
指導教授:池文海池文海引用關係林達榮林達榮引用關係
指導教授(外文):Wen-Hai ,ChihTyrone T, Lin
學位類別:碩士
校院名稱:國立東華大學
系所名稱:高階經營管理碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:126
中文關鍵詞:組織承諾組織公民行為組織信任組織公平知覺組織支持結構方程模式
外文關鍵詞:Organizational Citizenship BehaviorOrganizational JusticePerspective Organizational SupportOrganizational TrustStructual Eqution ModelingOrganizational Commitment
相關次數:
  • 被引用被引用:4
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  • 收藏至我的研究室書目清單書目收藏:5
論文名稱:組織公民行為前置因素之研究-以以本國銀行行員為例
頁數:126
校(院)所別:國立東華大學管理學院高階經營管理碩士在職專班
畢業時間及提要:九十六學年度第二學期碩士學位論文提要
研究生:陳見來
指導教授:池文海 博士
共同指導:林達榮 博士
國內金融業為了因應政府金融改革政策與提昇其競爭力並在外力環伺之下,近年來紛紛進行金融整併。然而在整併過程中銀行行員亦須面臨內部資源的整合、職務的重劃及業務的重新分配等重大變革,使行員內心承受極大壓力,且必須快速適應新的工作環境,以展現其個人績效。因此金融業者為了提昇合併綜效,除了藉由經營策略的訂定、考核規章及制度的建立來達成此目的外,亦應重視會影響行員在公司規章制度外,讓行員產生對組織有利自發行為的變數,以促使組織整體績效能有效的提昇。
組織在整併的過程中,必須摒除員工對未來的不確定性,以增加對組織的信任程度;從併購的角度中可以看出組織之間文化與制度的差異,會使員工產生公平上認知的落差;在知覺組織是否有支持的認知上,為組織是否有關心員工的福利;由這些認知產生對於組織的承諾,若員工本身對於組織有一定的承諾關係存在,員工更容易留任於組織中,並產生對組織有利的自發行為。
本研究以國內金控體系下的銀行員工作為探討對象,從社會交換理論為出發點,將組織公民行為前置因素:組織公平、組織信任、知覺組織支持與組織承諾依據文獻探討,驗證本研究之假說所建立出的整體模型架構。
經過資料蒐集之後的樣本加以分析發現,以組織承諾影響組織公民行為之總效果最大,其次依序為知覺組織支持、組織信任與組織公平。本研究認為在銀行業中員工越想留任於組織,對於企業的承諾越高者,本身具有越高的自發行為,因此組織承諾為組織公民行為之重要前因變數,且組織承諾在整體架構中驗證結果發現,其扮演非常重要的中介變數角色,在組織信任與知覺組織支持分別對組織公民行為假說均不顯著的狀態下,所有構念均須通過此中介變數產生影響效果。
關鍵詞:結構方程模式、組織公平、組織信任、知覺組織支持、組織承諾、組織公民行為
Title of Thesis:The Study of the Antecedents of Organizational Citizenship Behavior-An Empirical Study of Taiwan Bank Employee
Number of Pages:124
Graduate School and University:Graduate school of Business Administration, National Dong-Hwa University
Category of Abstract and Graduation Time:Thesis for Master Degree, The Second Semester, and 2007 Academic Year
Name of Student:Chen, Chien-Lain
Adviser:Dr. Chih, Wen-Hai and Dr. Lin, Tyrone
Because of the competitive business environment, including the changing of government policy, the Taiwan’s banks merge to become a stronger one.
The employees of banks face the strange and embarrassed situation during the process of mergence. They may think about the uncertain of future, and it may make them not to believe their organization. After their companies merged, the different companies have different organizational culture and system. They must to cross the gap. The other point is that do the employees feeling which their companies supports them. The cognization which made by the employees’ feeling of organizational suppor (OS), organizational trust (OT) and organizational justice (OJ) may decide to stay or leave. If they have high inclination to stay, that is, they have high level of organizational commitment (OC), and it can help them rise their organizational citizenship behavior (OCB).
The sample of this research was searched by the employees of banks. Using these data we can find that OC is an important medium variable because OT and POS have no direct effects to OCB. It links OCB with the other Antecedents; in addition, the rank of the others is POS, OT and OJ in order. As the result, we know that the most influence to OCB is OC, so OC is top priority to improve OCB.
Keyword:Structual Eqution Modeling, Organizational Justice, Organizational Trust, Perspective Organizational Support, Organizational Commitment, Organizational Citizenship Behavior
誌謝 ii
中文摘要 iii
Abstract v
目錄 vii
圖目錄 ix
表目錄 x
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 5
第四節 研究範圍與對象 5
第五節 研究流程 5
第二章 文獻探討 7
第一節 組織公平 7
第二節 組織信任 10
第三節 知覺組織支持 12
第四節 組織承諾 14
第五節 組織公民行為 16
第三章 研究方法 21
第一節 研究架構 21
第二節 研究假說 22
第三節 變數操作性定義與衡量問項 25
第四節 問卷設計 36
第五節 資料蒐集方法 37
第六節 共同方法變異問題之處理 38
第七節 資料分析方法 39
第八節 問卷前測分析 40
第四章 資料分析 43
第一節 敘述性統計分析 43
第二節 共同方法變異檢測 48
第三節 問卷信度與效度分析 48
第四節 整體模式衡量分析 57
第五章 結論 65
第一節 依據研究目的與實證結果 65
第二節 管理意涵與建議 67
第三節 研究限制與後續研究方向 69
參考文獻 73
附錄一、前測問卷 85
附錄二、原始問項 91
附録三、前測刪題前後各構面量表信度分析 95
附録四、前測刪題前後各構面量表效度分析 103
附錄五、正式問卷 109
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