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研究生:張志維
研究生(外文):Chih-Wei Chang
論文名稱:跨國企業員工組織正義、心理賦權與領導部屬交換關
論文名稱(外文):A Study of the Relationships among Transnational Corporation Employees’ Organizational Justice, Psychological Empowerment and Leader-Member Exchange
指導教授:楊豐華楊豐華引用關係
指導教授(外文):Feng-Hua Yang
口試委員:田正利洪朝陽
口試委員(外文):Chen-Li TienChao-Yang Hung
口試日期:2011-06-20
學位類別:碩士
校院名稱:大葉大學
系所名稱:國際企業管理學系碩士班
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:2011
畢業學年度:100
語文別:中文
論文頁數:92
中文關鍵詞:組織正義心理賦權領導部屬交換關係
外文關鍵詞:Organizational JusticePsychological EmpowermentLeader-Member Exchange
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近年來,由於國際經濟大環境的快速變遷,再加上全球景氣處於低迷的狀態,使得設於台灣的跨國企業海外子公司面臨了極大的挑戰與壓力,外商的海外派遣人員也必須因應這股趨勢而有所警覺。因此,本研究的宗旨試圖以在台跨國企業員工為研究對象,以組織正義為自變數,心理賦權及領導部屬交換關係為依變數,探討當員工面臨主管在薪資或工作量上分配不公平時,是否會直接影響到員工為公司付出的意願降低,進而導致了員工與主管之間的人際關係生變。本研究的資料分析方法包含敘述性統計分析、信度與效度分析、相關分析、及階層式迴歸分析;依據第三章的資料蒐集所提到的部分,採問卷調查法進行資料的蒐集,以「外啇銀行行員」為調查樣本,共發出600份,實際回收281份,267份為有效問卷,有效樣本回收率為44.5%。本研究藉由實證分析所得到的研究結果顯示如下:

1.組織正義對心理賦權有顯著正向的影響。
2.心理賦權對領導部屬交換關係有顯著正向的影響。
3.組織正義對領導部屬交換關係有顯著正向的影響。
4.心理賦權對於組織正義與領導部屬交換關係具有顯著的中介效果。

經由上述結果,進一步提出理論上的實務運用以及後續研究之相關意涵與建議。

In recent years, due to the rapidly changing of the enormous international economic environments, plus the global economic boom was in recession, resulted in those foreign transnational enterprises subsidiaries which is located in Taiwan were facing a great challenge and pressure, in accordance of this trend, those expatriates managed in foreign companies also needs to be aware of. Therefore, the purpose of this study is trying to utilized the transnational corporate employees as a research target, organizational justice as independent variable, psychological empowerment and leader-member exchange as dependent variables, discussing whether it will influence on the willingness of an employee to work for the company or not directly when an employee facing an unfair distribution of salary or workload, further led to the relationships between employees and supervisors has changed. Methods for data analysis of this study including descriptive statistical analysis, reliability & validity analysis, correlation analysis, and analysis of linear regressional model; In terms of the area of data collection mentioned in chapter three, questionnaire survey is being used for proceeding of data collecting based on the sample for survey of “foreign bankers”, 600 of questionnaires were delivered, the actual number of respondents were 281, 267 were valid, effective sample rate of response were 44.5. The result of this empirical study obtained shown as follows:

1.The relationship between organizational justice and psychological empowerment is in significantly positive affect.
2.The relationship between psychological empowerment and leader-member exchange is in significantly positive affect.
3.The relationship between organizational justice and leader-member exchange is in significantly positive affect.
4.Psychological empowerment is in signicantly positive mediating affect of the relationship between organizational justice and leader-member exchange.

According to the results above, further proposed theoretical practical application and the implications and suggestions, which is relate to subsequent study.

中文摘要 …………………………………………………………ii
英文摘要 …………………………………………………………iv
誌謝辭 ……………………………………………………………vi
內容目錄 …………………………………………………………vii
表目錄 ………………………………………………………… x
圖目錄 ……………………………………………………………xii
第一章 緒論
第一節 研究背景與動機 ………………………………1
第二節 研究目的 ………………………………………4
第二章 文獻探討
第一節 組織正義 ……………………………………… 6
第二節 心理賦權 …………………………………………14
第三節 領導部屬交換關係 ………………………………23
第四節 組織正義與心理賦權之間的關係之理論性研究 …………………………………………………31
第五節 心理賦權與領導部屬交換關係之間的關係之理
論研究 ……………………………………………32
第六節 組織正義與領導部屬交換關係之間的關係理論之相關研究 ……………………………………………33
第三章 研究方法
第一節 研究架構與假說 ………………………………35
第二節 變數的操作型定義與衡量 ……………………37
第三節 問卷設計 ………………………………………42
第四節 資料蒐集 ………………………………………43
第五節 資料分析方法 …………………………………44
第四章 資料分析與結果
第一節 敘述性統計分析 ………………………………46
第二節 信度與效度分析 ………………………………53
第三節 相闗分析 ………………………………………65
第四節 階層式迴歸分析 ………………………………66

第五章 結論與建議

第一節 研究結論 ………………………………………70
第二節 管理意涵 ………………………………………72
第三節 研究意涵 ………………………………………72
第四節 研究限制 ………………………………………73
第五節 後續研究與建議 ………………………………73
參考文獻
中文部份 ……………………………………………………74
英文部份 ……………………………………………………75 研究問卷(第一部份) …………………………………………85
研究問卷(第二部份) …………………………………………88



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高明彥(2007),組織正義知覺對員工工作態度的影響-以在台外商公司為例,國立中山大學人力資源管理學系研究所碩士論文。
林鉦棽(1996),組織正義、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,13(3),391-415
徐宗鈵(2009),轉化型領導對組織公民行為之影響-心理賦權與內控性格之角色探討,國立高雄應用科技大學人力資源發展研究所碩士論文。
陳進江(2004),組織正義、信任與知識分享行為關係之研究─以台灣高科技產業研發部門為例,真理大學管理科學研究所未出版之碩士論文。
梁凱雯(2002),組織公平、工作自主性與互依性對觀光旅館餐飲服務員工組織公民行為之相關研究,世新大學觀光學系研究所未出版之碩士論文。
劉信吾(2007),組織與管理心理學,心理出版社股份有限公司。
蔡書妮(2005),領導行為對於員工的組織公平認知與工作滿意度之影響-以主管與部屬交換理論觀點探討,國立中央大學企業管理學系研究所未出版之碩士論文。
郭玉芳(2003),合併公司命名決策、組織公平和組織認同之研究-主、被併員工之觀點,國立東華大學國際企業學系碩士論文。
簡良純,李立文,鄭文郁(2007),應用心理學:提升個人和企業(組織)工作績效,雙葉書廊有限公司。
花旗(台灣)銀行網站
http://www.citibank.com.tw/TWGCB/APPS/portal/loadPage.do?tabNo=1&path=/info/det/aboutus.htm

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