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研究生:戴惠娟
研究生(外文):Hui-Chuan Tai
論文名稱:領導部屬交換關係與組織公平關係之研究
論文名稱(外文):The Study of Relationship between Leader-Member Exchange and Organizational Justice
指導教授:陳建佑陳建佑引用關係
指導教授(外文):Chien-Yu Chen
學位類別:碩士
校院名稱:大葉大學
系所名稱:管理學院碩士在職專班
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:2010
畢業學年度:98
語文別:中文
論文頁數:97
中文關鍵詞:領導與部屬交換關係組織公平分配公平程序公平互動公平
外文關鍵詞:leader-Member exchangeorganizational justicedistributional justiceprocedural justiceinteractive justice
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本研究目的在探討領導部屬交換關係對組織公平之影響。本研究問卷發放的對象以全職員工為樣本,以北中南三區全職人員為調查樣本,共發出360份問卷,回收336份,剔除無效問卷後,得到316份有效問卷,有效樣本回收率為87.7%。研究結果發現:領導與部屬交換關係與組織公平為正相關;領導與部屬交換關係與分配公平為正相關;領導與部屬交換關係與程序公平為正相關;領導與部屬交換關係與互動公平為正相關。
This study aimed to investigate the impacts of leader-member- exchanging (LMX) on organizational justice. The research subjects were the people who have full-time job in northern, central, and southern Taiwan. 360 questionnaires were sent out and the valid questionnaires were 316 by deleting incomplete or poor response questionnaires. The response rate is 87.7%. The results show that LMX is positively associated with organizational justice. In addition, LMX is also positively related to distributional justice, procedural justice and interactive justice respectively.
內容目錄
中文摘要 ..................... iii
英文摘要 ..................... iv
誌謝辭  ..................... v
內容目錄 ..................... vi
表目錄  ..................... viii
圖目錄  ..................... ix
第一章  緒論................... 1
  第一節  研究背景與問題............ 1
第二節  研究目的............... 4
第二章  文獻探討................. 6
  第一節  領導與部屬交換關係.......... 6
  第二節  組織公平............... 18
  第三節  領導與部屬交換關係與組織公平之關係.. 35
第三章  研究方法................. 38
第一節  研究架構............... 38
第二節  研究假設............... 39
  第三節  研究對象與資料收集.......... 40
  第四節  變項之操作性定義與衡量工具...... 41
  第五節  統計方法............... 46
第四章  資料分析與結果.............. 49
第一節  樣本描述性統計分析.......... 49
  第二節  信度、效度分析............ 53
  第三節  皮爾森績差相關分析.......... 56
  第四節  變異數分析.............. 59
  第五節  迴歸分析............... 61
第五章  結論與建議................ 65
第一節  研究結論............... 65
  第二節  研究限制與建議............ 68
參考文獻 ..................... 69


表目錄
表 2- 1 LMX關係品質................ 18
表 2- 2 組織公平理論的分類與代表性理論....... 20
表 4- 1 樣本之性別分析............... 49
表 4- 2 樣本之年齡分析............... 50
表 4- 3 樣本之婚姻狀況分析............. 50
表 4- 4 樣本之教育程度分析............. 50
表 4- 5 樣本之職務層級分析............. 51
表 4- 6 樣本之工作年資分析............. 51
表 4- 7 樣本之公司規模分析............. 52
表 4- 8 樣本之行業類別分析............. 53
表 4- 9 LMX與組織公平之信度 ........... 53
表 4-10 LMX量表之效度分析 ............ 55
表 4-11 公平量表之效度分析............. 55
表 4-12 控制變項、LMX與組織公平之Pearson相關係數分析 58
表 4-13 性別.................... 59
表 4-14 單因子變異數分析-階層........... 60
表 4-15 單因子變異數分析-年資........... 60
表 4-16 單因子變異數分析-規模........... 61
表 4-17 LMX對分配公平認知階層迴歸分析 ...... 62
表 4-18 LMX對序程公平認知階層迴歸分析 ...... 63
表 4-19 LMX對互動公平認知階層迴歸分析 ...... 63
表 4-20 LMX對組織公平認知階層迴歸分析 ...... 64


圖目錄
圖 2-1 LMX發展模型................. 9
圖 2-2 組織公平與前因、後果變項相關性的探討.....35
圖 3-1 LMX與組織公平之關係............. 38
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