本研究為探討團體中主管支持、程序正義及分配正義對員工知覺的單位凝聚力、員工對公司義務感及工作義務感之影響。本研究採取個案研究方法，以中部製造業員工為研究對象，資料蒐集與分析的方法兼用質性和量化方法，在質的部分運用了訪談的資料，分析則以紮根理論的方法進行；在量的部分則利用訪談內容及相關文獻設計出問卷來調查研究，希望以不同的資料來源與分析方法來提高研究結論的可靠性。

實證結果發現如下：

1. 主管支持、程序正義、分配正義對單位凝聚力有顯著正向影響。

2. 主管支持、程序正義、分配正義對員工對公司的義務感有顯著正向影響。

3. 主管支持、程序正義、分配正義對員工對工作的義務感有顯著正向影響。

This study investigated perceived supervisor support, procedural justice, and distributive justice as antecedents of sense of cohesion, obligation to organization, and obligation to work.

The current study was conducted based on case study. In order to obtain more reliable results, the current study adopted both qualitative and quantitative methods. In terms of the qualitative methods, the data was collected from the case companies by interviews and analyzed following ground theory approach. As for the quantitative methods, a questionnaire was designed on the basis of the review results and literature.

The empirical results are as follows:

1. Perceived supervisor support, procedural justice, and distributive justice has a significantly positive association with perceived unit cohesion.

2. Perceived supervisor support, procedural justice, and distributive justice has a significantly positive association with employee felt obligation to the company.

3. Perceived supervisor support, procedural justice, and distributive justice has a significantly positive association with employee felt obligation to the their work.

目錄

中文摘要 i

ABSTRACT ii

誌 謝 iii

目錄 iv

表目錄 vi

圖目錄 vii

一、 緒論 1

1.1 研究動機 1

1.2 研究目的 2

二、 文獻探討 3

2.1 主管支持 3

2.2 程序正義 4

2.3 分配正義 5

2.4 團隊凝聚力 6

三、 研究方法 9

3.1 個案研究法 9

3.1.1 資料蒐集方法 10

3.1.2 資料分析方法 12

3.2 問卷調查 12

3.2.1 資料蒐集 12

3.2.2 問卷設計 13

3.2.3 資料分析 17

四、 分析發現與討論 18

4.1 質性資料分析 18

4.1.1 如何影響部屬達成任務 18

4.1.2 主管如何處理維繫團體的關係 24

4.2 問卷資料分析 29

4.2.1 相關分析 29

4.2.2 迴歸分析 30

五、 結論與建議 36

5.1 結論 36

5.1.1 質性資料分析結果 36

5.1.2 問卷資料分析結果 38

5.2 建議 40

參考文獻 42

附錄一 訪談大綱內容 47

附錄二 問卷內容 48

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