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研究生:羅翊瑄
研究生(外文):Lo,Yi Hsuan
論文名稱:組織公平、信任、工作滿意度與組織公民行為關係之研究
論文名稱(外文):A Study of the Relationships among Organizational Justice, Trust, Job Satisfaction and Organizational Citizenship Behavior
指導教授:曾耀煌曾耀煌引用關係
指導教授(外文):Tseng,Yao Huang
口試委員:曾清枝莊錦賜
口試委員(外文):Tseng, Ching ChihJuang, Juin Shy
口試日期:2012-10-30
學位類別:碩士
校院名稱:大葉大學
系所名稱:管理學院碩士在職專班
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:2012
畢業學年度:101
語文別:中文
論文頁數:112
中文關鍵詞:組織公平信任工作滿意度組織公民行為
外文關鍵詞:organizational justiceorganizational trustjob satisfactionorganizational citizenship behavior
相關次數:
  • 被引用被引用:2
  • 點閱點閱:345
  • 評分評分:
  • 下載下載:31
  • 收藏至我的研究室書目清單書目收藏:6
近年來,由於組織經營的環境體系變遷迅速,如何了解並協助組織中的成員,持續保有正面積極的工作價值觀與組織向心力日顯重要。事實上,不論是組織公平或是信任、工作滿意度、組織公民行為都是組織得以順利運作之基礎,本研究將以此四變項作為本研究研究之焦點。
本研究首先透過相關文獻理論,建構出研究架構,以及各變數之操作型定義,並以桃園機場公司工作者為對象設計問卷,總計回收有效問卷共209份,透過統計軟體SPSS12.0 及AMOS18.0軟體進行資料分析並驗證各變數的關係。
本研究結論為:(1)組織公平對信任具有正向顯著關係;(2)組織公平對工作滿意度具有正向顯著關係;(3)信任對工作滿意度具有正向顯著關係;(4)工作滿意度對組織公民行為具有顯著的正向關係。
最後,根據研究的結果,對管理者提供管理意涵以及未來此領域的研究提出後續研究建議以茲參考。

In recent years, with rapid transition of organizational management environment, increasingly important is how to understand and coordinate members in an organization and continue keeping a positive and aggressive work value and organizational centripe-tal force. In fact, organizational justice or trust, Job satisfaction and organizational citi-zenship behavior are the bases of organizational smooth operation. These four variables are research focuses in the study.
Research framework and operational definition of every variable are constructed via relevant literature theories. Questionnaires are designed with workers in Taoyuan International Airport Co., Ltd. There are in total 209 valid questionnaires withdrawn. Data analysis is made and the relationship of every variable is verified via the statistic software SPSS 12.0 and AMOS 18.0.
Following are the research conclusion. (1)Organizational justice has positively sig-nificant influence on trust. (2)Organizational justice has positively significant influence on Job satisfaction. (3)Trust has positively significant influence on Job satisfac-tion. (4)Job satisfaction has a positive andsignificant relationship between organizational citizenship behavior.
Finally, pursuant to the research results, managerial implications are provided to administrators and the following research suggestions are made to the future researches in the field for reference.

中文摘要 iii
英文摘要 iv
誌謝 v
內容目錄 vi
圖目錄  vii
表目錄  viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 3
第二章 文獻探討 5
第一節 桃園國際機場公司 5
第二節 組織公平 7
第三節 信任 12
第四節 工作滿意度 16
第五節 組織公民行為 20
第六節 組織公平、信任、工作滿意度與組織公民行為關係之相關研究 25
第三章 研究方法 37
第一節 研究架構 37
第二節 研究假設 38
第三節 變數的操作型定義與衡量 38
第四節 問卷與樣本結構設計 43
第五節 統計分析方法 45
第四章 實證資料分析 48
第一節 描述性分析 48
第二節 各變數特性分析 50
第三節 驗證性因素分析 55
第四節 信度及效度分析 61
第五節 結構方程分析 67
第六節 綜合討論 71
第五章 研究結論與建議 75
第一節 研究結論 75
第二節 管理意涵 76
第三節 研究限制與後續建議 78
參考文獻 80
附錄問卷 100

一、中文部分

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李清標(2004),工作價值觀對組織公民行為之影響-以台中市警察局為例,東海大學公共事務碩士學程在職進修專班論文。

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邱麗蓉(2003),組織公平與組織公民行為關係之研究-以苗栗縣國民小學為例,淡江大學教育政策與領導研究所碩士論文。

余明助(2006),組織變革不確定感與員工工作態度關係之研究-以組織溝通和員工信任為中介變數,人力資源管理學報,6(2),89-110。

余德成、溫金豐、陳泰哲(2001),組織公平與組織公民行為之關係:以半導體封裝業為例,科技管理學刊,6(1),131-150。

吳清山、林天祐(2007),組織公民行為,教育研究月刊,162,134。

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吳振昌(2001),預期組織變革不確定感對員工工作反應影響之研究,國防管理學院系碩士論文。

卓正欽(2001),組織中分配正義與程序正義對員工組織承諾、工作滿意及離職傾向之影響-以會計事務所為探討對象,國立台灣大學商學研究所博士論文。

林殷富(2003),目標設定之公正認知對組織公民行為的影響:中介模式與情境模式之分析觀點,國立屏東科技大學企業管理研究所在職專班碩士論文。

林洲安(2005),心理契約、信任與組織公民行為關係之研究:以台灣流通業員工為例,國立中山大學人力資源管理研究所碩士論文。

林淑姬(1992),薪酬公平、程序公正與組織承諾、組織公民行為關係之研究,政治大學企業管理研究所博士論文。

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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,世新大學觀光學系碩士論文。

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張瑞當、徐漢祥、倪丰裕(2001),公平性認知對組織成員工作滿意度與組織承諾影響之實證研究,中山管理評論,9(1),135-163。

郭怡君(2004),組織公民行為與組織效能之關係及其相關調節變數之研究,國立成功大學國際企業研究所碩士論文。

陳進福(2005),台灣運籌產業中組織公平、信任與工作績效之關係,國立中山大學人力資源管理研究所碩士在職專班論文。

康榮民(2005),組織變革認知、員工信任、壓力管理策略與工作態度關係之研究-以公部門為例,長榮大學經營管理研究所碩士論文。

曾雅偉(2001),組織正義與組織承諾對組織公民行為的影響,大同大學事業經營研究所碩士論文。

黃家齊(2002),人力資源管理系統與組織績效-智慧資本觀點,管理學報,19(3),15-450。

黃浚榮(2010),組織變革不確定認知、員工信任、工作態度關係之研究以台南縣政府為例,國立高雄師範大學成人教育研究所碩士論文。

黃芳銘(2005),結構方程模式理論與應用,台北:五南。

廖國鋒、蘇建勳、費吳琛、陳超然(2004),從領導需求之觀點探討領導型態對員工工作滿足的影響,交大管理學報,24(1),125-148。

劉至剛(2004),組織公平、組織承諾對組織公民行為影響之研究─以外派人員為例,大葉大學國際企業管理學系碩士在職專班碩士論文。

蔡秀涓(2006),虛幻或實存?組織信任概念與影響原因回顧暨展望,公共行政學報,21,63-178。

鄭坤裕(2001),工作異動之組織正義知覺對異動後工作態度之影響,國立交通大學經營管理研究所碩士論文。

鄭耀男(2002),國民中小學的組織公民行為極其影響因素之研究:學校組織行為之建構,國立高雄師範大學教育研究所博士論文。

鄭耀男(2004),國中小教師的組織公民行為之影響模式,師大學報:教育類,49(1),41-62。

賴志超、鄭伯壎、陳欽雨(2001),台灣企業員工組織認同的來源及其效益,人力資源管理學報,1(1),27-51。

賴明政(2004),企業倫理行為、組織承諾、工作滿足與組織公民行為關係之研究,企業管理學報,60,31-60。

戴坤輝(2002),轉換型領導、交易型領導、部屬信任、工作滿足即組織承諾之關聯性研究-組織自尊的干擾效果,國防大學管理學院資源管理研究所碩士論文。

戴昌慶(2008),內部行銷對組織公民行為的影響-以國內銀行為例,國立東華大學企業管理研究所碩士論文。

謝明倫(2008),教師對主管的滿意度、信任與承諾之間的關係:各種理論模式之比較,國立臺南大學教育經營與管理研究所碩士論文。

羅新興、戚樹誠、黃國隆(2005),受評者對績效評核的程序正義知覺之前因及其影響,管理學報,22(3),341-358。


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