臺灣博碩士論文加值系統

在組織水平化的趨勢下，傳統的職缺勢必大幅的減少，因此升遷機會將不如過去所想像，組織勢必要審慎地管理員工升遷機會的認知，因為員工投入於一家公司服務，會設想未來能夠獲得薪資與地位的提升，不過升遷制度的設計往往只能容許少數人達成升遷的目標，則升遷受挫的員工是否因為此不利的事件，而產生對組織的反生產力行為，將是本研究的核心問題。
本研究總計受測的員工為353位，並以目前仍在職的員工為對象，含括各行各業，採行的方式為階層式迴歸分析來釐清架構間構念的關係，並以結構方程來檢驗概念架構是否適配。
研究的結果顯示，組織正義部分中介於升遷機會與反生產力行為間的關係，而自尊並無在組織正義與反生產力行為間有調節效果，因此對於員工來說，組織正義的提升確實又助於降低反生產力行為的頻率，不過升遷機會仍能夠直接影響反生產力行為，所以本研究建議，企業除了提升在升遷機會中的組織正義外，仍更應依照員工的特性發展不同的升遷管道，例如人力資源雙軌制，以降低員工於心生不滿下，做出一系列損害組織利益的行為。

In the trend of organizational horizontalization, the traditional openings for the employees will decrease. The organization should manage the employees’ cognition of promotion chance carefully. This is because that an employee involves himself/herself in an organization, he/she will dream the higher positions in the future. However, the fact is that not most people will reach the goal, so the remained and frustrated employee who might/not be doing something bad to anti-organizational interest. That is the core issue of this study. The total sample was 353 that were collected from all walks of life. The analysis method was multiple hierarchical regression analysis to figure out the constructs’ relation. In addition, the structural equation modeling was implemented to the model fit. The results show that organizational justice partially mediate the relationship between promotion chance and counterproductive work behavior. Besides, the moderated factor self-esteem is not found in this study. The limitations and suggestions are as followed.

論文審定書 i
致謝 ii
中文摘要 vii
英文摘要 viii
目錄 ix
圖次 xii
表次 xiii
第一章 緒論 1
第一節 研究背景與動機 1
一、 反生產力行為事例 1
二、 升遷機會事例 2
三、 學界研究概況與名詞概述 4
四、 本研究理論與構念間的統計觀念 7
第二節 研究目的 8
第三節 研究流程 9
第二章 文獻探討 11
第一節 升遷機會 11
一、 定義與基本性質 11
二、 競標特性 12
三、 升遷情境所帶來的負面影響 13
第二節 反生產力行為 14
第三節 組織正義 17
一、 基本概念 17
二、 分配正義的定義 18
三、 程序正義的定義 19
第四節 自尊 19
第五節 變項間的關係與研究架構 20
一、 升遷機會與反生產力行為 20
二、 升遷機會與組織正義 21
三、 組織正義與反生產力行為 23
四、 自尊的調節作用 25
五、 研究架構圖 29
第三章 研究方法 31
第一節 研究對象與程序 31
第二節 研究變項衡量與操作型定義 32
一、 升遷機會 32
二、 反生產力行為 33
三、 組織正義 33
四、 自尊 34
五、 控制變項 34
第三節 分析策略 35
第四章 研究結果 37
第一節 資料合併決定分析 37
第二節 共同方法變異檢測(CMV) 39
第三節 樣本基本資料說明 40
第四節 信度分析 40
第五節 類別變項對反生產力行為的影響 43
一、 性別差異檢定 43
二、 其它類別變異數分析 44
第六節 平均數、標準差與相關係數 47
第七節 假設檢定 50
一、 組織正義中介效果檢驗 50
二、 自尊調節效果檢驗 57
第八節 架構配適分析 60
一、 驗證性因素分析 60
二、 結構模型分析 73
第五章 結論與建議 75
第一節 研究發現 75
一、 升遷機會與反生產力行為 76
二、 組織正義的中介關係 76
三、 自尊與其它補充說明 77
第二節 研究結論與討論 78
一、 升遷機會的重要性 78
二、 組織正義的機制 78
三、 自尊的討論 80
第三節 研究貢獻 82
一、 理論意涵 82
二、 管理意涵 84
第四節 研究限制與後續研究建議 85
參考文獻 89
一、中文部分 89
二、英文部分 91
三、網路部分 105
附錄 106
附錄一 本研究問卷 106
附錄二 樣本分布情形 109

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三、網路部分
中央研究院 (2000)。漢籍電子文獻。樂府詩集，卷41，頁606。取自網址：
http://hanji.sinica.edu.tw
邱雯琪 (無日期)。2016年11月年終職場換跑道調查。2016年12月4日，取自網址：http://www.yes123.com.tw/admin/white_paper/index_detail.asp?id=20161122151107
張子銘 (2016年12月2日)。竟是自家人搞鬼！癱瘓ubike全台大當機。TVBS新聞。2016年12月3日，取自網址：http://news.tvbs.com.tw/local/690527