跳到主要內容

臺灣博碩士論文加值系統

(18.97.9.169) 您好!臺灣時間:2024/12/06 10:18
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:王煜昇
研究生(外文):Yu-Sheng Wang
論文名稱:生涯停滯與工作滿意度之關係-組織公平之中介效果
論文名稱(外文):The Relationship between Career Plateauing and Job Satisfaction: The Mediating Effect of Organizational Justice
指導教授:林昌榮林昌榮引用關係
指導教授(外文):Chang-jung Lin
學位類別:碩士
校院名稱:靜宜大學
系所名稱:企業管理研究所
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:2009
畢業學年度:97
語文別:中文
論文頁數:131
中文關鍵詞:生涯停滯工作滿意度組織公平
外文關鍵詞:Career PlateauingJob SatisfactionOrganizational Justice
相關次數:
  • 被引用被引用:8
  • 點閱點閱:369
  • 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:2
目前生涯停滯相關的問題已經在國內外受到相當的重視,本研究主要的目的在探討生涯停滯、組織公平與工作滿意度三者之間的關係,且探討組織公平對生涯停滯與工作滿意度之間是否扮演中介的角色。本研究藉由問卷普查的方式進行蒐集,並以某一生化科技公司的全體職員位研究對象,總共發出150份問卷,有效回收問卷份數為120 份,回收率為80%,分析結果如下:

一、生涯停滯對組織公平之影響方面,本研究發現,當員工面臨生涯停滯的程度越強時,對於組織公平上的知覺程度會越低,即兩構面之間具有負向相關顯著。

二、組織公平對工作滿意度之影響方面,本研究發現,當員工知覺到組織公平性越高時,則將會有愈高的工作滿意度,即兩構面之間具有正向關聯性。

三、組織公平對生涯停滯與工作滿意度之關係有顯著之中介效果,意旨當員工面臨生涯停滯的程度越強時,對於組織公平上的知覺程度會越低,進而產生較低的工作滿意度。說明當生涯停滯對工作滿意度的影響,是經由組織公平變項,再間接影響工作滿意度,因而生涯停滯對工作滿意度的影響是「間接」(Indirect)的,是透過組織公平的中介效果。
The purpose of study is to investigate the relationship between Career Plateauing and Organizational Justice and to exam the mediating effect of Organizational Justice on their relationship. A total of 150 questionnaires was collected to analyse from a biotechnology company''s staff in Taiwan. The results are summarized as follow:

1.There was significantly negative relationship between Career Plateauing and Organizational Justice.

2.There was significantly positive relationship between Organizational Justice and Job Satisfaction.

3.Organizational Justice had the mediating effect on the relationship between Career Plateauing and Job Satisfaction.
目錄
誌謝I
摘要II
Abstract III
目錄IV
表目錄VI
圖目錄IX
第一章 緒論1
第一節 研究背景1
第二節 研究動機5
第三節 研究目的與問題7
第四節 研究流程8
第五節 名詞定義10
第二章 文獻探討12
第一節 生涯停滯12
第二節 工作滿意度20
第三節 組織公平30
第四節 生涯停滯、工作滿意度及組織公平之關係研究48
第三章 研究方法52
第一節 研究架構52
第二節 研究假說53
第三節 研究工具54
第四節 研究對象64
第五節 資料收集65
第六節 資料分析方法66
第七節 樣本描述之統計69
第八節 研究限制72
第四章 研究結果73
第一節 描述性統計分析73
第二節 差異分析76
第三節 SEM中介之模型分析86
第四節 假說檢定與驗證102
第五章 結論與建議104
第一節 研究結論104
第二節 管理意涵與實務建議106
第三節 後續之研究建議110
參考文獻111
附錄126

表目錄
表2-1 工作滿意度定義彙整表 21
表2-2 Adams 的公平理論:分配與產出比30
表2-3 組織公平分類架構33
表2-4 組織公平的分類及構面歸納35
表2-5 分配公平定義彙整表37
表2-6 程序公平定義彙整表40
表2-7 互動公平定義彙整表41
表3-1 生涯停滯變項操作定義與衡量問項55
表3-2 生涯停滯因素分析56
表3-3 生涯停滯之信度分析57
表3-4 工作滿意度變項操作定義與衡量問項58
表3-5 工作滿意度因素分析59
表3-6 工作滿意度之信度分析60
表3-7 組織公平變項操作定義與衡量問項61
表3-8 組織公平因素分析62
表3-9 刪除題項後的組織公平因素分析63
表3-10 組織公平之信度分析63
表3-11 人口統計變數表71
表4-1 生涯停滯之「內容停滯與晉升停滯」平均數與標準差74
表4-2 組織公平之「分配公平與互動公平」平均數與標準差74
表4-3 工作滿意度之「內在滿意與外在滿意」平均數與標準差 75
表4-4 是否為管理階層之差異分析表76
表4-5 年齡與晉升停滯之差異分析表77
表4-6 教育程度與晉升停滯之差異分析表77
表4-7 教育程度與內容停滯之差異分析表78
表4-8 教育程度與外在滿意之差異分析表78
表4-9 教育程度與分配公平之差異分析表79
表4-10 教育程度與互動公平之差異分析表79
表4-11 職務與內容停滯之差異分析表80
表4-12 職務與外在滿意之差異分析表80
表4-13 職務與分配公平之差異分析表81
表4-14 職務與互動公平之差異分析表81
表4-15 工作年資與內容停滯之差異分析表82
表4-16 任部門年資與內容停滯之差異分析表82
表4-17 每月收入與晉升停滯之差異分析表83
表4-18 每月收入與內容停滯之差異分析表83
表4-19 目前所屬各部門與晉升停滯之差異分析表84
表4-20 目前所屬各部門與內容停滯之差異分析表84
表4-21 目前所屬各部門與外在滿意之差異分析表85
表4-22 簡單迴歸模型之潛在變項、觀察變項與其代表符號86
表4-23 初始模型之迴歸係數參數(簡單迴歸模型)87
表4-24 初始模型之標準化迴歸係數(簡單迴歸模型)87
表4-25 初始模型之變異數值(簡單迴歸模型)88
表4-26 修正模型一之迴歸係數參數(簡單迴歸模型)89
表4-27 修正模型一之結構方程式之整體模式適配檢定表(簡單迴歸模型)90
表4-28 修正模型一之修正指標值(簡單迴歸模型)90
表4-29 修正模型二之迴歸係數參數(簡單迴歸模型)91
表4-30 修正模型二之結構方程式之整體模式適配檢定表(簡單迴歸模型)92
表4-31 中介模型之潛在變項、觀察變項與其代表符號93
表4-32 初始模型之迴歸係數參數(中介模型)94
表4-33 初始模型之標準化迴歸係數(中介模型)94
表4-34 初始模型之變異數值(中介模型) 95
表4-35 修正模型一之迴歸係數參數(中介模型)96
表4-36 修正模型一之結構方程式之整體模式適配檢定表(中介模型)97
表4-37 修正模型一之修正指標值(中介模型)98
表4-38 修正模型二之迴歸係數參數(中介模型)99
表4-39 修正模型二之結構方程式之整體模式適配檢定表(中介模型)100
表4-40 結構模型中各效果值(中介模型) 101
表4-41 本研究之假說檢驗摘要103

圖目錄
圖1-1 研究流程圖9
圖2-1 生涯停滯的綜合模型16
圖2-2 職業生涯停滯模型17
圖2-3 影響工作滿意度前因與後因變項的因素29
圖2-4 組織公平與前因、後果變項之相關性探討43
圖3-1 SEM中介模型之研究架構52
圖4-1 簡單迴歸模型之路徑86
圖4-2 簡單迴歸路徑圖之修正模型一89
圖4-3 簡單迴歸路徑圖之修正模型二91
圖4-4 中介迴歸模型之路徑93
圖4-5 中介路徑圖之修正模型一97
圖4-6 中介路徑圖之修正模型二100
參考文獻

一、中文文獻
1.王郁智、章淑娟、朱正一,(2006),升遷機會、社會支持、工作滿意度與留任意願之相關性研究。志為護理,第5卷第4期,頁90-101。
2.吳靜吉、潘養源、丁興祥,(1980),內外控取向與工作滿意度及績效之關係。國立政治大學學報,第41期,頁61-74。
3.林鉦棽,(1996),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13卷第3期,頁391-415。
4.柯龍光,(2005) ,組織定位與工作滿意度離職傾向之關聯性研究—以北部工業區管理機構為例。中原大學企業管理學研究所碩士論文。
5.徐淑貞,(2004),組織公正認知對員工組織公民行為及工作績效的影響。國立中央大學人力資源管理研究所碩士論文。
6.張善智譯,(2006),組織行為。台北:學富文化事業。(Jerald Greenberg原著)
7.莊維仁,(2007),彰化縣國小教師工作壓力、組織公平與組織承諾之研究。大葉大學人力資源暨公共關係學研究所碩士論文。
8.許士軍,(1977),工作滿足、個人特徵與組織氣候-文獻探討與實證研究,國立政治大學學報,第35期,頁13-56。
9.許士軍,(1977),工作滿意度、個人特徵與組織承諾之研究。國立政治大學公共行政研究所碩士論文。
10.陳如昱,(2003),工作特性、責任感對工作滿意度之影響-以外派大陸人員為例。大葉大學國際企業管理研究所碩士論文。
11.黃芳銘,(2004),結構方程模式理論與應用。台北:五南出版。
12.黃俊英,(1995),多變量分析(五版)。台北:中國經濟企業研究所。
13.黃俊英,林震岩(1994),SAS精析與實例,台北:華泰書局。
14.黃家齊,(2002a),組織公正與員工行為----構面間關聯性差異及交往原則的直接與干擾效果。Chiao Da Management Review,第22卷第2期,頁35-78。
15.黃家齊,(2002b),組織公正與組織公民行為----認知型與情感型信任的中介效果。臺大管理論叢,第12卷第2期,頁107-141。
16.廖素華,(1978),國小校長領導方式、教師人格特質與教師工作滿足的關係。國立政治大學教育研究所碩士論文。
17.鄭清揚,(2005),組織公平與職場偏差行為關係之研究。交大商管學報,10(1),頁75-100.
18.謝寶國、龍立榮,(2005),職業生涯高原研究述評。心理科學進展,第13卷第3期,頁345-355。

二、英文文獻
1.Adams, J. S., & Freedman, S. (1976). Equity theory revisited: Comments and annotated bibliography. In L. Berkowitz & E. Walster (Eds.). Advances in experimental social psychology. (pp.43-90). New York: Academic Press.
2.Adams, J. S. (1965). Inequity in Social Exchange. Advances in Experimental Social Psychology, 2, 267-299.
3.Agarwal, R., & Ferratt, T. W. (2001). Crafting and HR strategy to meet the need for IT workers. Communications of the ACM, 44(7), 58–64.
4.Alexander, S., & Ruderman, M. (1987). The role of procedural justice and distributive justice in organizational behavior. Social Justice Research, 1, 117-198.
5.Allen, T. D., Russell, J. E. A., Poteet, M. L., & Dobbins, G. H. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing. Journal of Organizational Behavior, 20, 1113-1137.
6.Austin, W., & Walster, E. (1974). Participants’ reactions to “equity with the world.” Journal of Experimental Social Psychology, 10, 528–548.
7.Arvey, R. D., & Sackett, P. R. (1993). Fairness in selection: Current developments and perspectives. In N. Schmitt & W. C. Borman (Eds.). Personnel selection in organizations. (pp.171-202). San Francisco, CA: Jossey Bass.
8.Bagdadli, S., Roberson, Q., & Paoletti, F. (2006). The mediating role of procedural justice in responses to promotion decision. Journal of Business and Psychology, 21(1), 83-102.
9.Bardwick, J. M. (1986). The Plateauing Trap. Bantam Books. NY: Amacom.
10.Barley, S. R. (1989). Careers, identities and institutions: The lengacy of Chicago School of Sociology. In M. B. Arthur, D. T. Hall, & B. S. Lawrence Fields (Eds.), Handbook of career theory. (p. 549) Cambridge University Press.
11.Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
12.Baron (1984).Organizational perspective on stratification. Annual Review of Sociology, 10, 37-69.
13.Bettencourt, L. A., & Brown, S. W. (1997). Contact employees. relationships among workplace fairness, job satisfaction, and prosocial behavior. Journal of Retailing, 73(2), 39-61.
14.Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria for fairness. In B. Sheppard (Ed.). Research on negotiation in organizations (Vol. 1, pp. 43–55). Greenwich, CT: JAI Press.
15.Brayfield, A. H., & Rothe, H. F. (1951). An Index of Job Satisfaction, Journal of Applied Psychology, 35, 307-311.
16.Brief, A. P. (1998). Attitudes in and around organizations. Thousand Oaks, CA: Sage.
17.Brief, A. P., & Weiss, H. M. (2002). Organizational behavior: Affect in the workplace. Annual Review of Psychology, 53, 279.
18.Carnazza, J. P., Korman, A. K., Ference, T. P., & Stoner, J. A. F. (1981). Plateaued and non-plateaued managers: factors in job performance. Journal of Management, 7 (2), 7-27.
19.Chao, G. T. (1990). Exploration of the conceptualization and measurement of career pleteau: A comparative analysis. Journal of Management, 16(1), 181-193.
20.Churchill, G., Ford, N., & Walker, O. (1974). Measuring the job satisfaction of industrial salesmen. Journal of Marketing Research, 11(August), 254−260.
21.Cranny, C., Smith, P., & Stone, E. (1992). Job satisfaction: How people feel about their jobs and how it affects their performance. NY: Lexington Books.
22.Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278–324.
23.Cohen, R. L. & Greenberg, J. (1982). The Justice Concept in Social Psychology. In J. Greenberg, & R. L. Cohen (Eds). Equity and Justice in Social Behavior (pp.2-35). NY: Academic Press.
24.Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
25.Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millenium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425–445.
26.Dailey, R. C., & Kirk, D. J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations, 45, 305-317.
27.Dillon, W. R., Kumar, A., & Mulani, N. (1987). Offending estimates in covariance structure analysis: Comments on the causes of and solutions to Heywood cases. Psychological Bulletin, 101 (1), 126-135.
28.Elass, P. M., & Ralston, D. A. (1989). Individual responses to the stress of career plateauing. Journal of Management, 15, 35-47.
29.Evans, M. G., & Gilbert, E. (1984). Plateaued managers: Their need gratifications and their effon-I performance expectations. Journal of Management Studies, 21, 99-108.
30.Feldman, D. C. (1988). Managing Careers in Organizations. Glenview, IL: Scott Foresman.
31.Feldman, D.C., & Brett, J. B. (1983). Coping with new jobs: A comparative study of new hires and I job changers. Academy of Management Journal, 26, 258-272.
32.Feldman, D. C., & Weitz, B. A. (1988). Career plateaus in the salesforce: Understanding and removing blockages to employee growth. Journal of Personal Selling & Sales Management, 8(3), 23-32.
33.Ference, T. P., Stoner, J. A., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2, 602-612.
34.Folger, R., & Cropanzano, R. (1998). Organizational Justice and Human Resource 61 Management, Thousand Oaks, CA: Sage.
35.Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130.
36.Folger, R., & Lewis, D. (1993). Self-appraisal and fairness in evaluations. In R. Cropanzano (Ed.). Justice in the workplace: Approaching fairness in human resource management. (pp. 107–131). Hillsdale, NJ : Lawrence Erlbaum.
37.Gattiker, U. E., & Larwood. (1990). Predictors for career achievement in the corporate hierarchy. Human Relations, 43(8), 703-726.
38.Gerbin, D. W., & Anderson, J. C. (1987). Improper Solutions in the Analysis of Covariance Structures: Their Interpretability and a Comparison of Alternate Respecifications. Psychometrika, 52(1), 99–111.
39.Gilliland, S. W. (1994). Effects of Procedural and Distributive Justice on Reactions to A Selection System. Journal of Applied Psychology, 79(5), 691-701.
40.Glisson, C. V., & Durick, M. (1988). Predictors of job satisfaction and organizational commitment in human service organizations. Administrative Quarterly, 33(1), 61–68.
41.Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. Academy of Management Review, 12(1), 9-22.
42.Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399–432.
43.Greenberg, J. (1993). Stealing in the name of justice: Information and interpersonal moderators of theft reacyion to underpayment inequity. Organizational Behavior and Human Decision Processes, 54, 81-103.
44.Greenberg, J. (1994). Using socially fair treatment to promote acceptance of a work site smoking ban. Journal of Applied Psychology, 79, 288–297.
45.Greenberg, J., & Scott, K. S. (1996). Why do workers bite the hands that feed them? Employee theft as a social exchange process. In B. M. Staw & L. L. Cummings (Eds.). Research in organizational behavior: An annual series of analytical essays and critical reviews. (Vol. 18.pp. 111–156): Greenwich, CT: JAI Press.
46.Greenberg, J. (2004). Stress fairness to fare no stress: Managing workplace stress by promoting organizational justice. Organizational Dynamics, 33(4), 352-365.
47.Greenberg, J., & Colquitt, J. A. (2005). Handbook of organizational justice. Mahwah. NJ: Lawrence Erlbaum Associates.
48.Gunz, H. (1989). Careers and Corporate Cultures: Managerial Mobility in Large Corporations. Basil Blackwell, Oxford.
49.Hackman, J. R., & Oldham, G. R. (1975). Development of the Diagnostic Survey. Journal of Applied Psychology, 60(2), 159-170.
50.Halaby, C. N., & Sobel, M. E. (1979). Mobility effects in the workplace. American Journal of Sociology, 85, 385–416.
51.Hendrix, W., Robbins, T., Miller, J., & Summers, T. P. (1999). Procedural and Distributive justice effects on turnover. Paper presented at the Annual Meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA.
52.Henson, R. K. (2001). Understanding internal consistency reliability estimates: A conceptual primer on coefficient alpha. Measurement and Evaluation in Counseling and Development, 34, 177-189.
53.Herzberg, F. (1966). Work and the Nature of Man. Ohio: World Book Company.
54.Heskett, J. L., Jones, T. O., Loveman, G. W., Sasser, W. E. Jr. & Schlesinger, L. A. (1994). Putting the service-profit chain to work. Harvard Business Review, 72, 164-174.
55.Homans, G. C. (1961). Social behavior: Its elementary forms. NY: Harcourt, Brace & World.
56.Hoppock, R. (1935). Job Satisfaction. NY: Harper and Brothers.
57.Hunt, S. D., Lawrence, B. C., & Wood, V. R. (1985).Organizational Commitment and Marketing. Journal of Marketing, 49, 112-26.
58.Jerald, G. (1987). A Taxonomy of Organizational Justice Theories. Academy of Management Review, 12(1), 10.
59.Johnson, R. E., Selenta, C., & Lord, R. G. (2006). When organizational justice and the self-concept meet: Consequences for the organization and its members. Organizational Behavior and Human Decision Processes, 99(2), 175-201.
60.Kanfer, R., Sawyer, J., Earley, C., & Lind, A. (1987). Fairness and participation in evaluation procedures: Effects on task attitudes and performance. Social Justice Research, 1, 235–249.
61.Kaplan, D. M., & Ferris, G. R. (2001). Fairness perceptions of employee promotion systems: A two-study investigation of antecedents and mediators. Journal of Applied Social Psychology, 31, 1204–1222.
62.Kaiser, H. F. (1974). A Index of Factorial Simplicity. Psychometrika, 39, 31-36.
63.Konovsky, M., & Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor employee attitudes and job performance. Journal of Applied Psychology, 76, 698-707.
64.Kreitner, R. & Kinicki, A. (2001). Organizational Behavior (5th ED.). NY: Mcgraw-Hill Companies.
65.Kreitner, R., & Kinicki, A. (2004). Organizational Behavior, 6/e. NY: McGraw-Hill Higher Education.
66.Kulik, C. T., Lind, A. E., Ambrose, M. L., & MacCoun, R. J. (1996). Understanding gender differences in distributive and procedural justice. Social Justice Research, 9, 351–369.
67.Lawler, E. E. III. (1977). Reward systems. In J. R. Hackman & J. L. Suttle (Eds.). Improving Life At Work: Behavioral Science Approaches to Organizational Changes. (p 163-226), Santa Monica, CA: Goodyear Publishing.
68.Lee, P. C. B. (2003). Going beyond career plateau: Using professional plateau to account for work outcomes. The Journal of Management Development, 22(5/6), 538-551.
69.Lemons, M. A., & Jones, C. A. (2001). Procedural justice in promotion decisions: Using perceptions of fairness to build employee commitment. Journal of Managerial Psychology, 16, 268–280.
70.Leung, K., Tong, K. K., & Ho, S. S. (2004). Effects of interactional justice on egocentric bias in resource allocation decisions. Journal of Applied Psychology, 89(3), 405-415.
71.Leventhal, G. S. (1976). Fairness in social relationships. In J. W. Thibaut, J. T. Spence, & R. C. Carson (Eds.). Contemporary topics in social psychology (pp. 211-239). Morristown, NJ: General Learning Press.
72.Leventhal, G. S. (1980). What should be done with equity theory? In K. J. Gregen, M. S. Greenberg, & R. H. Willis (Eds.). Social exchange: Advances in theory and research. (pp. 121-145). NY: Plenum Press.
73.Leventhal, G. S., & Lane, L. (1970). Sex, age, and equity behavior. Journal of Personality and Social Psychology, 15, 312–316.
74.Leventhal, G. S., Karuza, J., & Fry, W. R. (1980). Beyond faimess: A theory of allocation preferences. In G. Mikula (Ed.). Justice and social interaction (pp. 167-218). NY: Springer-Verlag.
75.Lind, E. A., Tyler, T. R. (1988). The Social Psychology of Procedural Justice. Plenum Press, NY.
76.Locke, E. A. (1969).What is job satisfaction? Organization Behavior and Human Performance, 43, 309-336.
77.Locke, E. A. (1973). Satisfactions of dissatisfactors among white collar and blue collar. Employer Journal of Applied Psychology, 58, 76-97.
78.Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.). Handbook of Industrial and Organizational psychology (pp. 297−349). Chicago: Rand-McNally.
79.Marham, W. T., Harlan, S. L., & Hackett, E. J. (1987). Promotion opportunity in organizations: Causes and consequences. Research in personnel and Human Resource Management, 5, 22-287.
80.Maslow, A. H. (1954). Motivation and personality. NY: Harper & Bros.
81.Masterson, S. S., Lewis, K., Goldman, B. M., & Tayler, M. S. (2000). Integrating justice and social exchange: The differing of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738-748.
82.McDowall, A. & Fletcher, C. (2004). Employee Development: An Organinational Justice Perspective. Personnel Review, 33(1), 8-29.
83.McEnrue, M. P. (1989). The perceived fairness of managerial promotion practices. Human Relations, 42, 815–827.
84.McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 626-637.
85.Milliman, J. (1992). Consequence and Moderators of Career Plateauing: An Empincal Investigation. Paper Presented at the National Meeting of the Academy of Management. August, Las Vegas.
86.Moorman, R. H. (1991). Relationship between organization justice and organizational citizenship behaviors: do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76(6), 845-855.
87.Nachbagauer, A. G. M., & Riedl, G. (2002). Effects of concepts of career plateaus on performance, work satisfaction and commitment. International Journal of Manpower, 23(8).716-733.
88.Near, J. P. (1985). A discriminant analysis of plateaued versus nonplateued managers. Journal of Vocational Behavior, 26, 177-188.
89.Nicholson, N. (1993). Purgatory or place of safety? The management plateau and organizational agegrading. Human Relations, 46(12), 1369-89.
90.Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
91.Organ, D. W., & Moorman, R. H. (1993). Fairness and organizational citizenship behaviors: What are the connections? Social Justice Research, 6, 5-18.
92.Orpen, C. (1986). The relationship between perceived task attributes and job satisfaction and performance among plateaued and nonplateaued managers. Human System Management, 6(1), 15-20.
93.Peter, L., & Hull, R. (1969). The Peter Principle. NY: Morrow.
94.Porter, L. W. & Lawler, E. E. (1968). Managerial Attitudes & Performance. Illinois: Homewood Company.
95.Price, J. & Mueller, C. (1986). Absenteeism and turnover among hospital employees. Greenwich, CT: JAI Press.
96.Price, J. H. (1972). Handbook of organization measuremaent Lexington. District of Columbia: Health & Company, 156-157.
97.Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower, 22(7), 600-624.
98.Prothero, M. M., Marshall, E. S., & Fosbinder, D. M. (1999). Implementing differentiated practice: personal values and work satisfaction among hospital staff nurses. Journal of Nursing Staff Development, 15(5), 185–192.
99.Rahim, M. A., Magner, N. R. & Shapiro D. L., (2000). Do justice perceptions influence styles of handling conflict with supervisors? What justice perceptions, precisely. International Journal of Conflict Management, 11(1), 9-31.
100.Robbins, S. P. (1996). Table 6-1 Equity Theory. Organizational Behavior 7th (p.227). Pretice Hall International Inc.
101.Rotondo, D. M., & Perrewe, P. L. (2000). Coping with a career plateau: an empirical examination of whatworks and what doesn’t. Journal of Applied Social Psychology, 30(12), 22-46.
102.Roznowski, M. & Hulin, C. (1992). The scientific merit of valid measures of general constructs with special reference to job satisfaction and job withdrawal. In C. Cranny, P. Smith, & E. Stone (Eds.). Job satisfaction: How people feel about their jobs and how it affects their performance (pp.123–163). NY: Lexington Books.
103.Saunders, M. N. K., Thornhill, A. & Lewis, P. (2002). Understanding employees’ reactions to the management of change: an exploration through an organisational justice framework Irish. Journal of Management, 23(1), 85-108
104.Schminke, M., Cropanzano, R., & Rupp, D. E. (2002).Organization structure and fairness perceptions: The moderating effects of organizational level. Organizational Behavior and Human Decision Processes, 89, 881–905.
105.Seashore, S. E. & Taber, T. D. (1975). Job satisfaction indicator and their correlation. American Behavioral Scientists, 18, 333-368
106.Singer, M. S. (1992). Procedural justice in managerial selection: Identification of fairness determinants and associations of fairness perceptions. Social Justice Research, 5, 49-70.
107.Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82(3), 434-443.
108.Slocum, J. W., Cron, W. L., Hanson, R., & Rawlings, S. (1985). Business strategy and the management of plateaued employees. Academy of Management Journal, 28, 133-154.
109.Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Chicago: Rand McNally.
110.Stamps, P. (1997). Nurses and work satisfaction: An index for measurement (2nd ed.). Chicago: Health Administration Press.
111.Stephen, P. S. (1998). Understanding employee job satisfaction: The importance of procedural and distributive justice. Journal of business and psychology, 12(4), 493-503.
112.Stoner, J. A. F., Ference, T. P., Warren, E.K., & Christensen, K. K. (1980). Managerial Career Plateaus, Center of Research on Career Development. Columbia University, NY.
113.Thibaut, J., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale. NJ: Erlbaum.
114.Thibaut, J. & Walker, L. (1976). A Theory of Procedure. California Law Review, 66, 541-566.
115.Tremblay, M., & Roger, A. (1993). Individual, familial, and organization determinants of career plateaus. Group and Organization Management, 18(4), 411-435.
116.Tremblay, M., Roger, A., & Toulouse, J. M. (1995). Career plateau and work attitudes: an empirical study of managers. Human Relations, 48(3), 221-37.
117.Tsigilis, N., & Koustelios, A. (2004). Multivariate relationship and discriminant validity between job satisfaction and burnout. Journal of Managerial Psychology, 19(3), 666−675.
118.Tyler, T. R., & Bies, R. J. (1990). Interpersonal aspects of procedural justice. In J. S. Carroll (Ed.). Applied social psychology in business settings. (pp. 77–98). Hillsdale, NJ: Erlbaum.
119.Veiga, J. F. (1981). Plateaused versus non-plateaued managers career patterns, attitudes and path potential. Academy of management Journal, 24(3), 566-578.
120.Vroom, V. H. (1962). Ego-involvement, job satasfaction and job performance. Personnel Psychology, 15, 159-177.
121.Vroom, V. H. (1964). Work & Motivation. NY: John Wiley & Sons.
122.Wanberg, C. R., Bunce, L.W., & Gavin, M. B. (1999). Perceived fairness of layoffs among individuals who have been laid off : A longitudinal study. Personnel Psychology, 52, 59–84.
123.Weiss, D. J., Davis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual For The Minnesota Satisfaction Questionnaire. Minneapolis:University of Minnesota, Industrial Relations Center.
124.Yochi, C., & Paul, E. S. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Process, 86(2), 278-321.

三、網址
1.張雅惠(2008年11月24日),減薪潮!名目薪資停滯,年增率僅0.88%創6年新低,中廣新聞網[線上資料],來源:
http://n.yam.com/bcc/fn/200811/20081124864432.html [2009, Feb 11]。
2.聯合人力網(2006年12月5日),讓自己越陳越香 不可取代,職業行家生涯規劃站[線上資料],來源:
http://pro.udnjob.com/mag2/pro/storypage.jsp?f_MAIN_ID=70&f_SUB_ID=618&f_ART_ID=29597 [2009, Jan 5]。
3.HeadlineJobs(2009年1月16日),HeadlineJobs 職場滿意指數,HeadlineJobs[線上資料],來源:
www.headlinejobs.hk/special/salary_index [2009, Jan 30]。
電子全文 電子全文(本篇電子全文限研究生所屬學校校內系統及IP範圍內開放)
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top