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研究生:方乾驊
研究生(外文):FANG, CHIEH-HYA
論文名稱:餐旅業之知覺倫理氣候、組織認同及組織公民行為關係之研究-以領導部屬交換關係為調節變項
論文名稱(外文):The study of perceived ethical climate, organizational identification, and organizational citizenship behavior of hospitality industry – Leader member exchange as a moderator
指導教授:鄧之卿鄧之卿引用關係
指導教授(外文):TENG, CHIH-CHING
口試委員:胡宜蓁柯文華
口試委員(外文):HU,YI-CHENKO,WEN-HUA
口試日期:2017-12-15
學位類別:碩士
校院名稱:輔仁大學
系所名稱:餐旅管理學系碩士班
學門:民生學門
學類:餐旅服務學類
論文種類:學術論文
論文出版年:2018
畢業學年度:106
語文別:中文
論文頁數:122
中文關鍵詞:餐旅業知覺倫理氣候組織認同組織公民行為領導-部屬交換關係
外文關鍵詞:Hospitality industryPerceived ethical climateOrganizational identificationOrganizational citizenship behaviorLeader member exchange
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摘要
論文名稱:餐旅業之知覺倫理氣候、組織認同及組織公民行為關係之研究-以
領導-部屬交換關係為調節變項
系所名稱:餐旅管理學系碩士班
研究生:方乾驊 指導教授:鄧之卿博士

人才的流動是餐旅業面臨的問題之一,員工是否能認同組織文化,是留住人才重要因素之一。倫理氣候是組織氣候其中的一個構面,而組織氣候與倫理氣候皆是組織文化的一部份,因此組織倫理氣候是留住人才、使員工穩定或轉職的因素之一。當員工對於組織之認同感提高,希望能發揮長才使組織更好,進而產生組織公民行為,其行為對於組織發展會更佳穩定。本研究之目的為探討餐旅業之知覺倫理氣候、組織認同、組織公民行為之關係,並驗證組織認同之中介效果與領導-部屬交換關係之調節效果。
本研究採用問卷調查法,抽樣方式為集群抽樣,以台灣北部、中部、南部及東部地區旅館之各部門從業人員為樣本,問卷設計採用配對法,以1位部門主管搭配旗下5位員工為一套,一共發放了336份員工卷以及73份主管卷,有效問卷為305份員工卷以及68份主管卷,有效問卷比率為90.77%以及93.15%,使用SPSS 22.0 與AMOS 21.0進行後續分析。研究結果發現知覺倫理氣候會透過組織認同,進而對組織公民行為產生顯著的影響。另外,研究結果亦顯示領導-部屬交換關係對知覺倫理氣候與組織認同之間的調節效果未達顯著。
本研究建議,餐旅業之組織應該重視並投入組織倫理氣候之塑造,使員工對於組織的認同感提高,進而展現出有利於組織之公民行為,提高組織績效、使組織運作更加完善。
關鍵詞:餐旅業、知覺倫理氣候、組織認同、組織公民行為、領導-部屬交換關係
論文總頁數:122頁
Abstract
Talent loss is one of the most important problems of hospitality industry. Whether the employees can identify with their own organizational culture or not is one of the key factors for retaining talent. Ethical climate as a dimension of organizational climate, also parts of the organizational culture. When employees increase the organizational identification so that they will try hard on their work and then the o will be happened. The behavior can make much steady for organizational development. The purpose of our research is discussing the relationship of PEC, OI and OCB in hospitality industry. Verify that OI as a mediator between PEC and OCB, also LMX as a moderator between PEC and OI.
The research was used the questionnaire survey procedure and cluster sampling as the sampling method. Collected samples from supervisors and employees work in hotels departments in east, west, south and north districts of Taiwan. Questionnaire designed that matching for one supervisor with five its employees as a pair. A total of 336 employee and 73 supervisor questionnaires were issued. And the valid questionnaires were 305 employees and 68 supervisors. The effective questionnaires were 90.77% and 93.15%. Database were analysed by SPSS 22.0 and AMOS 21.0.
The results show that PEC has a significant effect on OI; OI has a significant positive effect on OCB, also as a mediator between PEC and OCB. Therefore, the study suggested that the organizations of the hospitality industry should value and shape the ethical climate of the organization, so that the employees will improve the OI and then show the citizenship behavior which conduce to the organization. Improve organizational performance and make the organization more perfect.

Key words:Hospitality industry, Perceived ethical climate, Organizational identification, Organizational citizenship behavior, Leader-member exchange.
目錄
頁次
第壹章 緒論 ……………………………………………………………..1
第一節 研究背景與動機……………………..……………………………..……1
第二節 研究目的……….…………………………..………………………..……5
第三節 研究流程………….……………………..…………………………..……6

第貳章 文獻探討………………………………………………………………7
第一節 知覺倫理氣候………………………………………………………….…7
第二節 組織認同……………………………………….……………………..…14
第三節 組織公民行為………………………………………………………...…20
第四節 領導-部屬交換關係……..………………………………………………27
第五節 各變項之間的關係與假設推導……………………………………...…34

第參章 研究方法………………………………………………………………39
第一節 研究架構及假設…………………………………………………...……39
第二節 研究設計……………………………………...............…………………41
第三節 測量工具……………………………….…………………………..……42
第四節 資料分析方法…………………………………………………………47

第肆章 研究結果………………………………………………………………53
第一節 樣本人口統計資訊…………...…………………………………………53
第二節 敘述性統計分析………………...……………............…………………58
第三節 驗證性因素分析………………………………………………………60
第四節 結構方程模式…………...………………………………………………66
第五節 人口統計差異檢定……...………………………………………………71
第六節 研究結果與討論…………..……………….……………………………82
第伍章 結論與建議………………………………………………………………87
第一節 研究結論…………………..……………………………………….……87
第二節 研究建議……………………………………...............…………………89

參考文獻……………………………………………………………………………...93
附錄一 主管卷…………………………………….………………………………107
附錄二 員工卷………………………………………….…………………………119


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