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研究生:黃淑玲
研究生(外文):Shu-Ling Huang
論文名稱:組織公平與組織承諾對組織不當行為影響之研究
論文名稱(外文):A Study on the Impact of Organizational Justice and Organizational Commitment on Organizational Misbehavior
指導教授:曹為忠曹為忠引用關係
指導教授(外文):Wei-chung Chao
學位類別:碩士
校院名稱:銘傳大學
系所名稱:國際企業學系碩士班
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:2012
畢業學年度:100
語文別:中文
論文頁數:62
中文關鍵詞:組織承諾組織公平社會交換組織不當行為
外文關鍵詞:organizational commitmentorganizational justicesocial exchangeOrganizational misbehavior
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組織不當行為是指組織成員在工作場所中因違反社會價值或組織規範,進而傷害到其它成員的福祉或組織利益的行為。許多研究皆顯示,組織成員的組織不當行為不但已成為普遍且嚴重的現象,而且對組織的利益造成重大的威脅,因此如何降低組織成員的不當行為以減少組織的成本與浪費、進而提升組織的競爭力,目前已成為學術界及實務界努力研究的課題。過去研究對造成組織成員不當行為的前因變數看法不一,有的研究認為組織成員之不當行為係起因於其個人因素,有的研究則將之歸因於組織因素。因此本研究利用社會交換觀點,整合個人因素的組織承諾與組織因素的組織公平,分別探討此兩類因素對組織不當行為之影響。
本研究採便利抽樣之方法針對製造業與服務業兩大業別之在職的正式員工進行問卷調查,並使用統計軟體SPSS 19.0中文版為主要工具做基本資料敘述性統計、信度分析、效度分析、相關分析、共線性檢驗、共同方法變異以及利用階層迴歸分析方法深入探討個人因素與組織因素是否對組織成員之組織不當行為有不同程度的影響力,期望經由本研究能對造成組織不當行為的因素有更為全面且深入的理解。
本研究主要發現為組織成員之規範性承諾會負向顯著影響組織不當行為,因此可知當員工其規範性承諾較高之時,會因為對於組織的一份責任感和義務,則較不會有組織不當行為的產生。
Organizational misbehavior is the organizational members in the workplace violate social values or organizational norms. Many studies show that organizational misbehavior not only a general and serious phenomenon, but also a serious threat to the benefits of the organization, how to reduce the organizational misbehavior in order to reduce costs and waste has become the subject of the research efforts to academics and practitioners. Past studies have the different views about antecedent variables to the organizational misbehavior In this study, use social exchange theory to merge the organizational commitment and organizational justice to explore the impact of organizational misbehavior by the two factors.
This study used a convenience sampling method conducted a questionnaire survey for the employees about the manufacturing and service industries. The series of descriptive statistics analysis, reliability analysis, validity analysis, correlation analysis, common method variance analysis and hierarchical regression analysis to discuss the individual and organizational factors how to affect the organizational members’ organizational misbehavior. Through this study, we hope we can comprehensive and in-depth understanding of the factors that cause organizational misbehavior.
This study found that normative commitment of organizational members will be negative to significantly affect the organizational misbehavior, shows that when the employees of its normative commitment higher, they will have the responsibility and obligation for the organization, they will reduce the organizational misbehavior.
目錄........................................................................................................................................Ⅰ
圖目錄....................................................................................................................................Ⅱ
表目錄....................................................................................................................................III
第壹章 緒論…………………………………………….......................................................1
第一節 研究背景與動機……………………………………………...........................1
第二節 研究問題與目的………………………………………...................................3
第三節 研究流程…………………………………………….......................................4
第貳章 文獻探討與假說建立……………………………………………...........................5
第一節 社會交換理論……………………………………………...............................5
第二節 組織不當行為……………………………………………...............................7
第三節 組織公平…………………………………………….....................................10
第四節 組織承諾…………………………………………….....................................13
第五節 組織公平與組織不當行為之關係………………………….........................15
第六節 組織承諾與組織不當行為之關係………………………….........................16
第七節 控制變數…………………………………………….....................................18
第參章 研究設計與方法…………………………………………….................................19
第一節 研究架構與假說…………………………………………….........................19
第二節 研究變數之定義與衡量…………………………………….........................20
第三節 抽樣樣本及實證對象………………………………….................................24
第四節 資料分析方法………………………………….............................................24
第肆章 資料分析與研究結果…………………………………………….........................26
第一節 基本資料分析…………………………………………….............................26
第二節 共同方法變異…………………………………….........................................28
第三節 信度與效度分析………………………………….........................................29
第四節 相關分析………………………………….....................................................31
第五節 階層迴歸分析………………………………….............................................34
第伍章 結論與建議…………………………………………….........................................37
第一節 研究結論與管理意涵…………………………………………….................37
第二節 研究限制與未來建議…………………………………….............................41
參考文獻…………………………………………….............................................................42
附錄:研究問卷 …………………………………………………………...........................53
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