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研究生:李嬿姿
研究生(外文):YEN-TZU LEE
論文名稱:探討組織正義知覺與工作投入之關係-倫理領導與領導需求的干擾效果
論文名稱(外文):The Relationship between Perceived Organizational Justice and Job involvement: the Moderating Effect of Ethical Leadership and Need for Leadership
指導教授:廖國鋒廖國鋒引用關係費吳琛費吳琛引用關係
指導教授(外文):GOU-FONG LIAWWUCHEN FEI
學位類別:碩士
校院名稱:國防大學管理學院
系所名稱:資源管理及決策研究所
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:71
中文關鍵詞:組織正義知覺分配正義程序正義倫理領導領導需求:工作投入
相關次數:
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  • 收藏至我的研究室書目清單書目收藏:4
  本研究係以倫理領導與領導需求的觀點,探討對組織成員正義知覺與工作投入的干擾效果,以及其對部屬工作投入是否具有影響力。本研究樣本以國軍志願役軍官、士官為探討對象,回收有效樣本計497份,經層級迴歸分析進行資料分析後發現,分配正義、程序正義、倫理領導及領導需求均與工作投入具有正向影響;領導者的倫理領導能強化分配正義與工作投入之正向關係,而領導者的倫理領導則對程序正義與工作投入不具干擾效果;領導需求能強化分配正義與工作投入之正向關係。最後依據研究結果提出建議,以作為管理實務與後續研究的參考。
 This research attempts to explore the moderating effect of ethical leadership and need for leadership between perceived organizational justice and job involvement, whether effect the job involvement of subordinates. The military unit as a target sample, and we had 497 effective samples. The data was analyzed through Hierarchical multiple analysis to test the hypotheses. We found that distributive justice, procedural justice, ethical leadership and need for leadership are positive related to job involvement; the leader’s ethical leadership positive relationship between distributive justice and job involvement; a subordinate’s need for leadership positive relationship between distributive and job involvement; This study discussed research findings both in terms of theoretical development and of practical management implications.
中文摘要…………………………………………………………… i
英文摘要…………………………………………………………… ii
目次……………………………………………………………… iii
表次…………………………………………………………… vi
圖次…………………………………………………………… viii
第一章 緒論…………………………………………………1
1.1 研究動機…………………………………………………………1
1.2 研究目的…………………………………………………………3
1.3 研究流程…………………………………………………………4
第二章 文獻探討…………………………………………7
2.1 組織正義知覺………………………………………………………7
2.2 倫理領導……………………………………………………………11
2.3 領導需求……………………………………………………………16
2.4 工作投入……………………………………………………………18
2.5 組織正義知覺與工作投入之關聯性……………………………22
2.6 倫理領導、組織正義知覺與工作投入之關聯性……………23
2.7 領導需求、組織正義知覺與工作投入之關聯性……………25

第三章 研究方法…………………………………………28
3.1 研究架構……………………………………………………………28
3.2 操作型定義及衡量方法……………………………………………29
3.3 問卷設計……………………………………………………………31
3.4 抽樣方法……………………………………………………………32
3.5資料分析方法…………………………………………………33
第四章 資料分析與結果…………………………………………36
4.1 敘述性統計分析………………………………………………36
4.2 信度分析………………………………………………………37
4.3 效度分析………………………………………………………38
4.4 共同方法變異………………………………………………………39
4.5 相關分析………………………………………………………41
4.6 組織正義與工作投入之關聯性………………………………42
4.7 倫理領導與工作投入之關聯性………………………………43
4.8 組織正義、倫理領導與工作投入之關聯性…………………43
4.9 領導需求與工作投入之關聯性………………………………45
4.10 組織正義、領導需求與工作投入之關聯性……………………46
第五章 結論與建議………………………………………………49
5.1 研究結論…………………………………………………………49
5.2 實務管理意涵………………………………………………………50
5.3 研究限制與未來建議………………………………………………51
參考文獻……………………………………………………………53
附錄一 問卷………………………………………………………67 
附錄二 負荷量、T檢定值、複合信度表………………………70
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