臺灣博碩士論文加值系統

幾十年來，第三方公平一直是組織公平研究的重要議題之一。然而，過去對第三方公平的研究皆僅限於在單一場所經歷的公平來源。因此本研究探討員工在經歷組織中互動公平之後的正向情緒與第三方對社會不公平的反應之間的關係。在研究一中，以台灣的全職員工為研究對象進行問卷研究，結果顯示當員工經歷組織互動公平以及主管互動公平時，將有助於員工提升正向情緒，並且產生的正向情緒會與對社會不公平的憤怒反應有正向關係，員工對社會不公的憤怒反應又會進一步導致第三方懲罰和第三方補償。在調節效果的部分，主觀社經地位對於與工作場所的正向情緒和對社會不公的憤怒反應之間的關係並沒有顯著。在研究二和研究三中，蒐集了學生樣本和社區樣本進行實驗室研究，以探討個人的正向情緒對於社會不公平的憤怒反應的因果關係，以及透過操弄主觀社經地位來檢驗其調節效果。在這兩項研究中，結果顯示操縱所產生的情緒與員工在工作場所經歷互動公平所產生的情緒是不同的，研究三證實了操弄所產生的憤怒情緒可以顯著預測對社會不公的憤怒反應，然而，主觀社經地位的調節效果在兩個研究中都不顯著。總體來說，工作場所的正向情緒和操弄所產生的憤怒情緒都會與對社會不公平的憤怒反應有正向關係。

Concern for third-party justice has been an important issue in organizational justice research for decades. However, research on third-party justice has been limited to the same source. This research tests an integrative model that highlights employees' positive emotions as a mediator in the relationship between interactional justice in the workplace and third-party response to social injustice. In Study 1, a questionnaire study was conducted with full-time employees in Taiwan. The result showed that: 1. Organizational interactional justice and supervisory interactional justice were positively related to positive emotions. 2. Positive emotions in the workplace was positively related to anger response to social injustice. 3. Anger response to social injustice was positively related to third-party punishment and third-party compensation. 4. Subjective socioeconomic status was not significantly related to the relationship between positive emotions in the workplace and anger response to social injustice. In Study 2 and Study 3, laboratory studies were conducted with student samples and community samples to examine the causal effect of personal emotions on anger response to social injustice, as well as the moderating effect of subjective socioeconomic status. In the two studies, we found that the manipulated emotions and the emotions employees experienced in the workplace were different. Hence, this research showed that manipulated anger could significantly predict anger response to social injustice, which was confirmed in study 3. However, the moderating effect of subjective socioeconomic status was not significant in either study. Overall, positive emotions in the workplace and manipulated anger were both positively related to anger response to social injustice.

Chapter I: Introduction 1
Chapter II: Literature Review 5
2.1 Interactional Justice to Positive Emotions 5
2.2 Positive Emotions in The Workplace to Anger Response to Social Injustice 10
2.3 Anger Response to Social Injustice to Third-Party Punishment and Third-Party Compensation 13
2.4 The Moderating Role of Subjective Socioeconomic Status 15
Chapter III: Study 1 19
3.1 Procedure 19
3.2 Participants 20
3.3 Measures 21
3.4 Results 30
3.5 Discussion 34
Chapter IV: Study 2 37
4.1 Participants 37
4.2 Procedure 38
4.3 Measure 41
4.4 Result 41
4.5 Discussion 44
Chapter Ⅴ: Study 3 47
5.1 Participants 47
5.2 Procedure 48
5.3 Measure 50
5.4 Result 51
5.5 Discussion 54
Chapter VI: General Discussion 57
6.1 Discussion of research findings 57
6.2 Limitations 60
6.3 Future Directions 61
6.5 Conclusion 62
Reference 64
Appendix A: Scenarios 86
Appendix B：Study 1 Questionnaire 89
Appendix C：Study 2 Questionnaire 100
Appendix D：Study 3 Questionnaire 109

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