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研究生:卓政良
研究生(外文):Cho, Cheng-Liang
論文名稱:組織正義對領導效能影響之研究
論文名稱(外文):The Impact of Organizational Justice on Leadership Effectiveness
指導教授:謝安田謝安田引用關係
指導教授(外文):Hsieh, An-Tien
學位類別:博士
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
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
畢業學年度:98
語文別:中文
論文頁數:109
中文關鍵詞:組織正義程序正義互動正義
外文關鍵詞:organizational justiceprocedural jus- ticeinteractive justice
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雖然良好的領導效能正面影響員工組織正義認知,但是當組織高度制度化時,員工對制度的遵從往往取代來自人的領導,領導行為的影響力將可能因此降低,因而存在員工組織正義認知負面影響領導效能之可能性。本研究對國內五種大型產業:公務部門、資訊科技、金融、製造、服務等17家公司之員工,以便利抽樣方式親自送達問卷。總計發出問卷300份,回收283份。研究結果顯示,在組織正義的三個構面中,程序正義認知對領導效能,以及領導效能之三個構面:領導者聲望、組織目標達成及員工滿意度均未有顯著影響;互動正義認知對整體領導效能,以及領導效能三個構面均存在正面影響。分配正義對領導者聲望未具有顯著影響,但對組織目標達成及員工滿意度存在顯著影響。學術意義上,此一研究架構可補充以往實證研究,組織正義三個構面具有不同組織性產出之理論基礎,同時可做為未來研究之參考架構。管理意義上,本研究指出過度的制度化將轉移員工對領導者的依賴,將會影響領導者個人之領導效能。
Though sufficient leader’s efficiencies positively affect employee’s cognition on organizational justice (ECOJ), however, when organizations have been highly systemized, employees turn their obedience from leader himself to the systems, leader’s efficiencies may hence been dropped, and which, indicate the possibilities that ECOJ may negatively affect leader’s efficiencies. Such causal relations are so important that sufficient leader’s efficiencies positively affect ECOJ, the results turn out to negatively affect leader’s efficiencies itself, which relations may lead to a vicious circle to ECOJ. In order to verify the impact relations of ECOJ to leader’s efficiencies, this research studies 283 employees of 17 companies of 5 major industries: Public Affairs, Information Technology, Finance, Manufacturing and Services. Results showed that of the 3 interfaces of employee’s organizational justices, procedural justice has no significant affection to all 3 interfaces of leader’s efficiencies: leader’s reputation, goal achievement and employees’ satisfaction. Interactional justice has positive affections to all 3 interfaces of leader’s efficiencies, and distributional justice has no affection to leader’s reputation, but positive affects both goal achievement and employees’ satisfactions. Academically, this research supplement further research’s opinions about different interfaces of organizational justice create different organizational outcomes, thus, our research framework can be lunched by further studies as conceptual structures. In managerial practices, this research indicates that over systemized of organizations will lead to lower down the reliance to leaders, thus affect the leader’s efficiencies.
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  ..................... x
第一章  緒論................... 1
  第一節  研究背景與問題............ 1
  第二節  研究目的............... 3
第二章  文獻探討................. 5
  第一節  組織正義............... 5
  第二節  領導效能............... 24
  第三節  領導效能對組織正義研究........ 32
第三章 研究方法................. 37
  第一節  研究架構............... 37
  第二節  研究假設............... 40
  第三節  變數定義與衡量工具.......... 44
  第四節  樣本與資料收集............ 50
第四章  實證結果................. 52
  第一節  樣本資料分析............. 52
  第二節  信度分析............... 55
  第三節  組織正義與領導效能之相關程度分析... 57
  第四節  組織正義與領導效能之迴歸分析..... 59
第五章 結論與建議................ 72
  第一節  研究結論............... 72
  第二節  研究建議............... 81
  第三節  研究限制............... 83
參考文獻 ..................... 85
附錄A  中文問卷................. 103
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