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研究生:林育正
研究生(外文):LIN,YU-CHENG
論文名稱:組織公平與員工離職傾向意願關係之研究-以配電工程產業為例
指導教授:鄭祥麟鄭祥麟引用關係
指導教授(外文):Hsiang-Lin Cheng
口試委員:賴賢哲王俊賢
口試日期:2022-06-08
學位類別:碩士
校院名稱:國立中正大學
系所名稱:企業管理學系碩士在職專班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2022
畢業學年度:110
語文別:中文
論文頁數:56
中文關鍵詞:離職傾向組織公平輸配電產業分配公平程序公平互動公平
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根據經濟部的資料預估2021年至2027年,每年台灣用電平均成長率為年增2.5%,穩定與健康的電力供應已經是未來國家非常重視的政策。台灣的電力規劃主要由台灣電力公司負責總體規劃,而工程的執行則轉交由民間輸配電業者經由競標方式分配各個區域的電力工程。因此,輸配電業者對於電力提供的穩定與電網的健康扮演非常重要的角色。目前,該產業遇到最大的困境是電力工程作業員的嚴重經驗斷層,由於員工離職流動率高,且缺工的情況日益嚴重,都已經變成各家業者共同的難題。探討員工離職行為將有助於改善該難題,而離職傾向則是最能代表離職行為的指標。本研究針對員工對於公司的組織公平感受,包括分配公平、程序公平與互動公平來評量離職傾向。採用李克特五點尺度量表設計問卷調查,研究樣本乃針對台灣輸配電產業公司來探討組織公平與離職傾向之關係,再將回收之有效問卷進行迴歸來探討變數之間的關聯性。得出分析結果顯示,1. 分配公平與離職傾向存在負向顯著的關係。2. 程序公平與與離職傾向存在負向顯著的關係互動公平。3. 互動公平與離職傾向存在負向顯著的關係。該結果也與大多數學者的研究有相同的結論,因此能夠提高員工對於公司的組織公平感受將有助於降低離職行為的發生。
Abstract

According to the data from the Ministry of Economic Affairs, it is estimated that from 2021 to 2027, the average annual growth rate of electricity consumption in Taiwan will increase by 2.5%. Stable and healthy electricity supply has become a policy that the country will attach great importance to in the future. Taiwan's power planning is mainly responsible for the overall planning of the Taiwan Power Company, and the implementation of the project is transferred to the private power transmission and distribution companies to allocate power projects in various regions through competitive bidding. Therefore, transmission and distribution companies play a very important role in providing a stable and healthy power grid. At present, the biggest dilemma encountered by the transmission and distribution companies is the serious experience gap of power engineering operators. Due to the high turnover rate of employees and the increasing lack of work, it has become a common problem for all companies. Exploring employee turnover behavior will help to improve this dilemma, and turnover intention is the most representative indicator of turnover behavior. This theosis measures turnover intention based on employees' perceptions of organizational justice in the company, including distributional justice, procedural justice and interaction justice. A Likert five-point scale was used to design a questionnaire survey. The research sample was aimed at the employees from Taiwan power transmission and distribution companies and the valid questionnaire was analyzed statistically by performing regression to explore the relationship between organizational justice and turnover intention. The analysis results show that: 1. There is a significant negative relationship between distribution fairness and turnover intention. 2. There is a negative and significant relationship between procedural fairness and turnover intention. Interactive fairness. 3. There is a significant negative relationship between interaction fairness and turnover intention. This result also has the same conclusion as the other researches, that improving employee’s conception of organizational justice will help reduce the occurrence of turnover behavior.

目 錄

致 謝------------------------------------------------ 1
摘 要------------------------------------------------ 2
Abstract---------------------------------------------- 3
目 錄---------------------------------------------- 4
表 目 錄---------------------------------------------- 6
圖 目 錄---------------------------------------------- 7
第一章、緒論------------------------------------------ 8
一、台灣電力事業的發展----------------------------8
二、台灣電業的接收--------------------------------8
三、台灣電力的擴展--------------------------------9
第一節、研究背景與動機------------------------------- 10
第二節、研究目的與問題------------------------------- 12
第三節、研究對象與範圍------------------------------- 13
第四節、研究流程------------------------------------ 13
第二章、文獻探討與假說推-------------------------------- 15
第一節、組織公平的意涵與研究-------------------------- 15

表 目 錄
表1、分配公平之研究與定義整理----------------------------- 17
表2、程序公平之研究與定義整理----------------------------- 19
表3、互動公平之研究與定義整理----------------------------- 20
表4、國內外學者對於離職傾向之定義-------------------------- 22
表5、自變數之問題描述與組織公平之3構面----------------------24
表6、離職傾向依變數之問題描述----------------------------- 26
表7、組織公平與離職傾向調查問卷整理------------------------ 27
表8、個人因素與離職傾向的關係研究------------------------- 29
表9、本研究之研究假說統整表----------------------------- 30
表10、基本資料之各描述性統計分析結果----------------------- 32
表11、各構面之Cronbach's α 值-----------------------------33
表12、KMO與Bartlett檢定--------------------------------- 34
表13、分配公平、程序公平與互動公平因素分析之因素負荷矩陣------35
表14、組織公平與離職傾向之各描述性統計分析結果-------------- 37
表15、 Pearson相關性矩陣--------------------------------- 40
表16、組織公平與離職傾向之迴歸分析------------------------- 41

第二節、分配公平的研究------------------------------- 16
第三節、程序公平的研究------------------------------- 17
第四節、互動公平的研究------------------------------- 19
第五節、離職傾向的研究------------------------------- 20
第三章、研究方法與問卷設計------------------------------ 24
第一節、研究變數之定義------------------------------- 24
第二節、研究工具------------------------------------ 26
第三節、研究假說推導---------------------------------- 28
第四章、結果------------------------------------------ 31
一、問卷調查敘述---------------------------------- 31
二、樣本資料分析---------------------------------- 31
三、信度分析與效度分析----------------------------- 33
四、組織公平與離職傾向之各描述性統計分析--------------36
五、Pearson相關分析------------------------------- 39
六、迴歸分析 ------------------------------------- 40
七、假說檢定------------------------------------- 41
第五章、結論與建議------------------------------------ 41
第一節、組織公平對於離職傾向存在「負向顯著」之關係------- 42
第二節、管理意涵與研究貢獻--------------------------- 43
第三節、研究限制與未來研究建議------------------------ 43
附錄一 --------------------------------------------- 45
參考文獻--------------------------------------------- 45
一、中文部分-------------------------------------- 49
二、英文部分------------------------------------ 51

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