臺灣博碩士論文加值系統

近年來國內陸續爆發的(安泰、凱基、德盛安聯投信)盈正案、(第一金投信)普格案、(群益投信)友輝案、聯邦投信、永豐金控等金融弊案，(如 2011 年 12 月「永豐銀行敦南分行」的張姓行員，竄改申請單上客戶的聯絡資料，而 2013 年 3 月「第一金投信」三名基金經理人收受回扣、涉嫌與上櫃公司普格科技聯手)，均顯示國內金控違法亂紀案層出不窮，如何做好金融管制及規範員工倫理行為也成為近年來重要議題之一。



其次，在於企業倫理未被企業經理人所重視及付諸實踐，有鑑於此該如何制定企業內規範系統及倫理行為準則，進而讓員工對企業產生認同，降低不倫理行為發生的機率。



因此，本研究主要針對這個議題，探討：(一)倫理氣候方面，甚少有針對銀行從業人員的倫理行為作探討；(二)國內銀行業包含哪幾種倫理氣候型態，其倫理氣候取向如何影響員工倫理行為作為關聯；(三) 如果員工無法滿足組織所要求的承諾與工作績效時，是否會進而做出傷害組織的不倫理行為？



本研究調查對象為南部銀行從業人員，共發放 300 份問卷，有效問卷共計 205份，經由 SPSS、Amos 統計軟體分析及說明。透過變異數分析、結構模型方程及驗證模式配適度，進行探討觀察變項與潛在變項之關聯性。



實證結果顯示，企業倫理氣候對倫理行為取向有顯著負相關，銀行從業人員對公司內存在的企業倫理氣候的認知會影響個人倫理行為的態度。企業倫理氣候對組織承諾取向有顯著正相關，銀行從業人員對於公司內存在的企業倫理氣候的認知程度愈高時，則愈容易提高銀行從業人員對公司組織承諾的正向態度。組織承諾對倫理行為取向沒有顯著差異，銀行從業人員對於組織承諾之程度高低不會直接影響到員工的倫理行為。組織承諾對工作績效取向有正向顯著差異，銀行從業人員對組織承諾程度越高時，則員工呈現出來工作績效也就愈高。企業倫理氣候對工作績效取向有正向顯著差異，銀行從業人員對於公司內存在的企業倫理氣候的認知程度愈高時，則員工所呈現出來的工作績效也愈高。

In recent years, the country erupted in succession ( Aetna , keygen, Allianz Dresdner Asset Management ) WINZ case ( First Gold Investment Trust ) Pugh case ( CSC Investment Trust ) Friends Fai case , the federal investment trust , SPH and other financial scandals , ( as Zhang teller in December 2011 , " Sovereign Bank Dyna -building" , tampering application form on the customer''s contact information , and in March 2013 "First gold Investment Trust " three fund managers kickbacks in connection with OTC Pugh technology company jointly ) , have shown that domestic Financial holding lawlessness case after another, how do financial control and regulate the ethical behavior of employees in recent years has become one of the important issues .



Secondly , that the business manager of business ethics is not paying attention and put into practice , how to develop an enterprise view of the system and the ethical norms of conduct , and thus identify with the staff of the enterprise , reducing the chance of unethical behavior occurs .



Therefore, this study focused on this issue , investigate : ( a )the ethical climate , there is little to explore for bank employees to make ethical behavior ; (b )contains the domestic banking sector , which has several ethical climate patterns , and its ethical climate Orientation how to influence ethical behavior of employees as related ; (c )If the employee can not meet the organizational commitment and job performance required , will further hurt the organization does not make ethical behavior ?



The study surveyed the southern bank employees , a total of 300 questionnaires , a total of 205 valid questionnaires , via SPSS, Amos Statistical software analysis and description . Through variance analysis, structural equation model and verification mode with moderate to explore observed variables associated with the potential variables .



The empirical results show that corporate ethical climate of ethical behavior orientation has significant negative correlation memory bank employees in the company ''s awareness of ethical business climate will affect the attitudes of individual ethical behavior. Corporate ethical climate and organizational commitment orientation has a significant positive correlation , the bank employees in the memory when the company ''s business ethics awareness of the climate , the higher , the more likely the bank employees to improve the company''s organizational Commitment positive attitude.



Organizational commitment to ethical behavior is no significant difference in orientation , the bank employees to the extent of the level of organizational commitment will not directly affect the employees'' ethical behavior . There are significant differences in organizational commitment on job performance positively oriented , when bank employees to the higher level of organizational commitment , the staff presented job performance will be higher. Corporate ethical climate has a positive significant difference on job performance orientation, bank employees in the memory when the company ''s business ethics awareness of climate is higher, then the employee ''s job performance are presented also higher.

I. INTRODUCTION

Research Background

Motivation and aims





II. LITERATURE REVIEW

Ethical climate

Oganization commitment

Jb performance

Ethical behavior

Empirical studies of the relevant dimensions



III. METHODOLOGY

research framework

Hpothesis

Section operational definitions and measurement methods questionnaire

Data Analysis and Statistical Methods



IV. EMIPIRICAL RESULTS

The letter ended with the first questionnaire validity analysis of

structural model analysis



V. CONCLUSIONS

Conclusions

Limitations of the Study

Recommendations for Future Research

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