臺灣博碩士論文加值系統

本論文主要是探討組織公平性的知覺是否對組織公民行為、組織信任、組織承諾會產生顯著正相關。論文的研究理論架構是以組織的公平性為自變數，組織公民行為、組織信任、組織承諾為依變數進行分析、討論並進行驗證。實務驗證的資料來源是以國內案例大學的教職員工為對象，資料蒐集方式是採用問卷設計與問卷調查法，資料回收之後利用統計分析軟體SPSS 12進行統計分析與探討。
本論文的樣本是針對國內案例大學的教職員工做為施測對象，以校內網路問卷方式發放問卷並進行回收，總共回收了118份，有效問卷為85份，有效問卷回收率為0.72。經由因素分析將組織公平性分群為：組織公平：分配公平、程序公平；組織公民行為分群為：堅守本分、人際利他、組織公益；組織信任分群為：系統信任、個人信任，組織承諾；以及組織承諾構面分群為：認同承諾、努力承諾、留職承諾。
本論文研究結果顯示該案例學校的教職員工對於公平的知覺程度並不高，因此也表示該校在資源分配、決策的程序與人際互動等公平性仍有加強的空間。整體而言，驗證結果顯示理論架構中，組織公平性與組織公民行為、組織信任與組織承諾都呈現顯著正相關；除了人際利他跟分配公平與程序公平沒有呈現顯著正相關之外，堅守本分、組織公益、系統信任、個人信任、認同承諾、留職承諾、努力承諾與分配和程序公平都呈現顯著正相關的影響。

The focus of this study is to explore the fairness of school organization for the independent variables, organizational citizenship behavior, organizational trust, organizational commitment as dependent variables to discuss. The subject of study for the domestic staff of a private university, to explore these staff for the school perceived fairness and organizational citizenship behavior, organizational trust, organizational commitment, and the use of a questionnaire survey to collect data and then to the SPSS12 statistical software for statistical analysis. The results of the study show that the school''s faculty for the perception of the degree of fairness is not high therefore, that the school in terms of resource allocation, decision-making procedures and interpersonal interaction, such as the fair also to strengthen the space. On the whole, the organizational justice and organizational citizenship behavior, organizational trust, organizational commitment have shown significant positive effects, but to look at all dimensions, human altruism and distributive justice、procedural fairness did not shown significantly affects, the other showed a significant positive impact on relations.

致謝 II
摘要 III
Abstract IV
目錄 V
圖目錄 VII
表目錄 VIII
第1章 緒論 1
1.1 研究動機 1
1.2 研究目的 1
1.3論文架構 2
第2章 文獻探討 4
2.1 組織公平 4
2.1.1公平性的概念 4
2.1.2 組織公平的定義 4
2.1.3公平分配在社會科學研究中的意義及原則 6
2.1.4 程序公平性的意義及原則 8
2.1.5 組織公平種類的分類法 8
2.1.6 互動公平-程序公平的人際觀點 10
2.2 組織公民行為 11
2.2.1組織公民行為的起源和定義 11
2.2.2 組織公民行為的構面 11
2.2.3影響組織公民行為的因素 13
2.3 組織信任 13
2.3.1 信任的定義 13
2.3.2 信任的型式 14
2.4組織承諾 15
2.4.1組織承諾的涵義 15
2.4.2組織承諾的分類 16
2.5組織公平和組織信任、組織承諾、組織公民行為之間的關係 17
2.5.1組織公平和組織信任的相關性研究 17
2.5.2 組織公平和組織承諾的相關性研究 18
2.5.3組織公平和組織公民行為的相關性研究 18
第3章 研究方法 20
3.1 研究架構 20
3.2 研究假說 21
3.2.1組織公平與組織公民行為的關係 21
致謝 II
摘要 III
Abstract IV
目錄 V
圖目錄 VII
表目錄 VIII
第1章 緒論 1
1.1 研究動機 1
1.2 研究目的 1
1.3論文架構 2
第2章 文獻探討 4
2.1 組織公平 4
2.1.1公平性的概念 4
2.1.2 組織公平的定義 4
2.1.3公平分配在社會科學研究中的意義及原則 6
2.1.4 程序公平性的意義及原則 8
2.1.5 組織公平種類的分類法 8
2.1.6 互動公平-程序公平的人際觀點 10
2.2 組織公民行為 11
2.2.1組織公民行為的起源和定義 11
2.2.2 組織公民行為的構面 11
2.2.3影響組織公民行為的因素 13
2.3 組織信任 13
2.3.1 信任的定義 13
2.3.2 信任的型式 14
2.4組織承諾 15
2.4.1組織承諾的涵義 15
2.4.2組織承諾的分類 16
2.5組織公平和組織信任、組織承諾、組織公民行為之間的關係 17
2.5.1組織公平和組織信任的相關性研究 17
2.5.2 組織公平和組織承諾的相關性研究 18
2.5.3組織公平和組織公民行為的相關性研究 18
第3章 研究方法 20
3.1 研究架構 20
3.2 研究假說 21
3.2.1組織公平與組織公民行為的關係 21
3.2.2組織公平與組織信任的關係 22
3.2.3組織公平與組織承諾的關係 22
3.3 研究變數操作性定義與測量 23
3.3.1組織公平之定義與測量 23
3.3.2組織公民行為之定義與測量 24
3.3.3組織信任之定義與測量 25
3.3.4組織承諾之定義與測量 26
3.4 問卷施測方式 26
3.5 統計分析方法 27
第4章 實證結果與分析 29
4.1組織公平、組織公民行為、組織信任、組織承諾等量表的信效度分析 29
4.1.1組織公平性之信度與效度分析 29
4.1.2組織公民行為之信效度分析 31
4.1.3組織信任之信效度分析 33
4.1.4組織承諾之信效度分析 35
4.2組織公平、組織公民行為、組織信任、組織承諾等描述性分析 37
4.3各統計變數對組織公平、組織公民行為、組織信任、組織承諾的差異性檢定 39
4.3.1性別對於各變項之t檢定 40
4.3.2年齡對於各變項之單因子變異數分析 41
4.3.3婚姻狀況對於各變項之單因子變異數分析 44
4.3.4教育程度對於各變項之單因子變異數分析 46
4.3.5服務單位對於各變項之單因子變異數分析 48
4.3.6年資對於各變項之單因子變異數分析 50
4.4組織公平與組織公民行為、組織信任、組織承諾之假說檢定 52
4.4.1組織公平與組織公民行為關係之假說檢定 52
4.4.2組織公平與組織信任關係之分析 54
4.4.3組織公平與組織承諾關係之分析 56
第5章 討論、結論與建議 60
5.1討論 60
5.2結論 60
5.2.1組織公平和組織公民行為關係之分析 60
5.2.2組織公平和組織信任關係之分析 61
5.2.3組織公平和組織承諾關係之分析 61
5.3建議 62
參考文獻 63
附錄 67

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