臺灣博碩士論文加值系統

本研究目標主要在探討組織公平及組織信任與幸福感的關係。當企業持續發展全球化，如何建立公平公正的架構體制，讓員工充份的信任主管、信任組織，創造一個公平和諧、互賴互信的組織環境，讓員工在心理及情緒上感到滿足幸福，使其在身心愉侻的狀態下工作，應是許多企業需要認真思考及面對的課題。
研究架構以組織公平(分配公平、程序公平及互動公平)及組織信任(信任同事、信任主管及信任組織)做為自變項，職場幸福感(心理幸福、情緒幸福及社會幸福)為應變項，探討其個別影響關係及交叉作用的結果。問卷包括三個部分: 1.Niehoff & Moorman (1993)的組織公平量表。2.(Cook & Wall, 1980)的組織信任量表。3.Keys & Magyar-Moe (2003)的架構整理的職場幸福感量表，用以探討組織公平、組織信任及職場幸福感之關連。
研究樣本以一般企業員工為對象，有效樣本共235份。以SPSS做統計分析得出結果發現:
1.組織公平對組織信任有正向影響；
2.組織信任對職場幸福感有正向影響
3.組織公平對職場幸福感有正向影響；
4.組織信任在組織公平對職場幸福感的影響具中介效果。
5.組織公平與組織信任的交叉作用對職場幸福感有正向影響。

The objective of this study is to investigate the relationship among organizational justice, organizational trust, and workplace well-being. With corporate globalization on the rise, companies are faced with increasing challenges in regards to organizational complexity; how to establish a fairness organizational framework, how to develop a harmonious mutual-trust environment, how to address psychological and social well-being concerns.
Organizational justice, trust, and well-being in the workplace is a crucial subject that will continue to increase in importance. The study structure takes organizational justice and organizational trust as independent variables, and workplace well-being as a dependent variable, to study its individual relationship and affects of cross action.
The questionnaire contains three parts: (1) organizational justice based on Niehoff & Moorman (1993). (2) organizational trust based on Cook & Wall (1980). (3) workplace well-being modified by Keys & Magyar-Moe (2003). An analysis was conducted using 235 valid samples collected from general company workers.
The results of the research indicate the following:
1. Organizational justice has positive impact on organizational trust.
2. Organizational trust has positive impact on workplace well-being.
3. Organizational justice has positive impact on workplace well-being.
4. Organizational trust has mediating effect on the relationship of organizational
justice and workplace well-being.
5. The interaction of organizational justice and organizational trust has positive
impact on workplace well-being.

謝詞 I
中文摘要 II
英文摘要 III
第一章　緒論 29
第一節　研究背景及動機 1
第二節　研究目的 4
第二章　文獻探討 5
第一節　組織公平 5
第二節　組織信任 12
第三節　職場幸福感 19
第四節　各變項間的關係 .25
第三章　研究設計 29
第一節　研究架構 29
第二節　研究假說 30
第三節　變數的操作性定義與衡量 31
第四節　資料處理與分析方法 34
第四章 資料分析 37
第一節　敘述性統計 37
第二節　信度分析 44
第三節　人口統計變項的差異分析 45
第四節　相關分析 51
第五節　假說驗証 53
第五章　結論與建議 59
第一節　結論 59
第二節　管理意涵與建議 63
第三節　研究限制及後續研究建議 65
參考文獻 67
附錄 80
著作權申明 83

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