臺灣博碩士論文加值系統

組織內通常會有一些員工是能力較為出色的，就因為他們的能力較為出色，與組織的互動關係也就較為平凡，每當公司有重大的案件或是棘手的案件時，主管通常會傾向將事務交付予這些員工，隨著交付的時間與次數的增加，若組織沒有給予這些員工相對等的回報時，他們會漸漸對組織產生不信任感，嚴重的話可能會產生離職的念頭。然而這些表現較好的員工通常都是組織內的重要資產，他們的離職對公司而言是一大損失，因此如何留住這些好員工是組織必須正視的問題。從員工知覺到組織的不公平到產生離職的行為，這之中隱含了哪些機制呢？為何有些員工知覺到不公平卻還願意留在公司？這之中非常重要的因素就是員工對於組織的承諾，因此本研究欲探討的是員工從知覺到組織不公平到整個離職行為過程中，組織承諾所扮演的角色。
過去文獻指出組織承諾為預測員工離職意圖的重要因素，然而組織公平為影響員工組織承諾的重要因素之一，因此如何降的組織公平對組織承諾所造成的影響就成為非常重要的議題，故本研究將組織承諾作為組織公平與離職傾向之中介變數，探討組織承諾在組織公平與離職傾向中的中介效果。而不同的員工對於與組織公平與組織承諾的感受程度有所不同，組織應該要清楚的了解員工對組織心態才能夠有效的留住員工。因此本研究將員工的心理契約做為調節變數，探討不同心理契約的員工對組織公平與組織承諾的調節效果。
根據本研究之驗證結果得知：
1.組織公平對員工的組織承諾有正向影響效果。
2.組織承諾為組織公平與離職傾向之中介變數。
3.關係型契約對組織公平與組織承諾之關係具調節效果。

In the Organization, that usually have some good performance of employees relatively, when company face important or difficult cases, the director usually tend to deliver to these employees, although with the numbers and times increase, if the company doesn’t give satisfactory returns for these employees, they will gradually generate distrust of the organization. However, these employees whom have the better performance are usually the organization's important assets; their turnover is a big loss for company, so how to retain those good employees is the organization must be addressed.
From the employee perceived organization unfair to generate turnover behavior, which implies that among the mechanism? Why do some people feel unfair but they still stay in the company? The employees for the organization's loyalty is a very important factor, so this study will explore the process that from employee perception unfair to leaving the organization, but for different employees they have different views on the organization, the organization should to completely understand the mentality of employees to be able to effectively retain employees.
In the past literature, that indicates organizational commitment is an important factor to predict employee turnover intentions, however organizational justice is one of the important factors to affect the employee's organizational commitment, so how to reduce the effect between organization justice and organizational commitment has become a very important issue. Therefore, this study is to understand organizational justice with organizational commitment and turnover intention affect.
Independent variables is organizational justice, according to equity theory, and organizational justice is divided into distributive justice, procedural justice and interactive justice; Mediator variables is organizational commitment, according to Meyer (1993) put forward the view will be divided into continue commitment, affective commitment and normative commitment three dimensions; Intervening variables is the psychological contract, according to MacNeil (1985) psychological contract will be divided into two types transactional contract and relational contract.
This study will use survey methods to study that expected to recycle 300 valid samples, and results of the analysis of relevant theory and implications on the management and future research recommendations.

書目頁 i
論文口試委員審定書 ii
授權書 iii
中文摘要 iv
英文摘要 vi
誌　　謝 viii
目 錄 ix
表 目 錄 xi
圖 目 錄 xiii
第一章 緒 論 1
第一節 研究動機與背景 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 組織公平 3
第二節 組織承諾 10
第三節 心理契約 15
第四節 離職傾向 19
第五節 各構面間之相關研究 23
第三章 研究方法 27
第一節 研究架構 27
第二節 研究工具 28
第三節 研究對象 34
第四節 分析方法 36
第四章 研究結果 40
第一節 量表因素分析與信度分析 40
第二節 相關分析 55
第三節 路徑分析 58
第四節 拔靴法（Bootstrapping）之中介驗證 61
第四節 迴歸分析 64
第五章 結論與建議 75
第一節 研究結論 75
第二節 研究限制 77
第三節 未來研究方向 78
第四節 管理意涵 78
參考文獻 80
附錄一 研究問卷 87

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陳寬裕、王正華（2010）。結構方程模型分析實務：AMOS 的運用。五南圖書。
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黃家齊（2002）。 組織公正與組織公民行為認知型與情感型信任之中介效果。臺大管理論叢，12(2)。
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鍾娉華（2006）。 人力資源管理措施知覺對員工工作績效之影響-工作投入及組織承諾之中介效果分析（未出版之碩士論文）。 碩士，中央大學。


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