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研究生:郭嘉博
研究生(外文):CHIA-PO KUO
論文名稱:主管心理契約破壞與違背、負面情感、及主管不當監督對部屬組織公民行為之影響—以組織公正觀點探討
論文名稱(外文):The Effects of Supervisor’s Psychological Contract Breach and Violation, Negative Affectivity and Abusive Supervision toward Subordinate’s Organizational Citizenship Behavior:The Organizational Justice Perspective
指導教授:余明助余明助引用關係陳儀蓉陳儀蓉引用關係
指導教授(外文):MING-CHU YUYI-JUNG CHEN
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:202
中文關鍵詞:組織公正心理契約破壞心理契約違背負面情感主管不當監督組織公民行為
外文關鍵詞:organizational justicepsychological contract breachpsychological contract violationnegative affectivityabusive supervisi
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企業是否讓員工感受到組織公正,以及當員工感受到組織不公正後的反應如何,對於員工與企業而言,是一件值得關心的議題。過去國內研究甚少討論此研究議題,本研究以組織公正理論為基礎,探討當主管受到組織不公正的待遇的感受後,是否會對主管產生影響;其次,在組織中,心理契約是個人與組織希望彼此能夠獲得利益的期望,然而目前國內甚少討論到受到組織不公正後,對於員工的心理契約會有什麼的影響產生。因此,本研究將探討當主管受到組織不公正後,對於主管心理契約的影響為何;甚且,受到組織不公正後的情緒為何,是否會影響主管的行為,在國內的研究中,亦是甚少提出討論,故本研究亦將針對當主管感受到組織不公正後,是否會有負面情感的產生進行探討。最後,當主管經歷過組織不公正、心理契約、負面情感的過程後,是否對部屬有主管不當監督的領導行為產生,亦是本研究要深入瞭解的課題;而受到主管不當監督的部屬在否會影響其在組織公民行為的表現,亦是值得探究的議題。
本研究以問卷調查法來實施,採用配對方式進行填答,以1位主管搭配5位部屬。主管填答組織不公正、心理契約破壞與違背、以及負面情感;部屬填答主管不當監督與組織公民行為。共發出78套問卷,有效回收64套完整問卷;統計分析採因素分析、驗證性因素分析、層級迴歸、以及SEM等。研究結果發現:1.主管認知組織不公正之後,對於心理契約破壞與違背以及負面情感都具有正向顯著影響;2.受到主管不當監督之部屬,對於組織公民行為的表現具有負向顯著影響。3.主管認知組織不公正除了直接影響主管不當監督外,亦會透過心理契約破壞與違背、以及負面情感的影響對部屬進行主管不當監督;4.主管認知組織不公正之後,亦會透過心理契約破壞與違背、負面情感的中介影響,進而對部屬做出主管不當監督;5.主管認知不公正後,會透過主管不當監督,而降低部屬組織公民行為的產生。
This research examined antecedents of abusive supervision and the relationship among organizational justice, psychological contract breach and violation, and negative affectivity. Data were obtained from supervisor-subordinate dyads from Taiwanese enterprises in China. The data were analyzed using factor analysis, regression analysis, ANOVA, and reliability analysis with the SEM model to measure the relationship among the constructs.
Results indicate that organization injustice has a positive influence on psychological contract breach and violation, negative affectivity, and abusive supervision. In addition, Psychological contract breach and violation and negative affectivity also have positive influences on abusive supervision. Furthermore, abused subordinates are more likely to withhold OCBs compared to their un-abused counterparts.
中文摘要----------------------------------------------------------III
英文摘要-----------------------------------------------------------IV
目錄---------------------------------------------------------------V
表目錄-----------------------------------------------------------VII
圖目錄-------------------------------------------------------------X
第一章 緒論------------------------------------------------------1
第一節 研究動機---------------------------------------------------1
第二節 研究目的---------------------------------------------------5
第三節 研究範圍---------------------------------------------------6
第四節 研究流程---------------------------------------------------7
第二章 文獻探討---------------------------------------------------8
第一節 組織公正之意涵----------------------------------------------8
第二節 心理契約之意涵---------------------------------------------17
第三節 負面情感之意涵---------------------------------------------34
第四節 主管不當監督-----------------------------------------------43
第五節 組織公民行為之意涵------------------------------------------54
第六節 各構面關係探討---------------------------------------------63
第三章 研究設計與方法---------------------------------------------77
第一節 研究架構--------------------------------------------------77
第二節 研究假設--------------------------------------------------79
第三節 變項之定義與衡量構面----------------------------------------81
第四節 抽樣方法與樣本結構分析--------------------------------------88
第五節 資料分析方法-----------------------------------------------93
第六節 信度與效度分析---------------------------------------------96
第四章 研究分析與結果---------------------------------------------12
第一節 層級迴歸分析----------------------------------------------112
第二節 整體模式分析----------------------------------------------126
第三節 不同個人變項在各構面之差異分析------------------------------139
第五章 結論與建議-------------------------------------------------153
第一節 研究結論--------------------------------------------------153
第二節 研究建議--------------------------------------------------161
參考文獻----------------------------------------------------------166
附錄--------------------------------------------------------------196

表目錄
表1.1研究範圍-----------------------------------------------------6
表2.1組織公正兩構面分類架構----------------------------------------10
表2.2組織公正構面-------------------------------------------------11
表2.3 Adams之公理理論---------------------------------------------12
表2.4互動公正之相關研究--------------------------------------------15
表2.5心理契約發展與定義--------------------------------------------18
表2.6交易型契約與關係型契約特性之比較--------------------------------21
表2.7心理契約破壞與違背之差異---------------------------------------31
表2.8情感之相關理論------------------------------------------------36
表2.9正面情感與負面情感--------------------------------------------38
表2.10國內負面情感之研究--------------------------------------------41
表2.11組織不當行為之分類--------------------------------------------44
表2.12不當行為之相關研究議題----------------------------------------47
表2.13組織公民行為的主要研究----------------------------------------55
表2.14組織公民行為之行為特質論與行為對象論----------------------------57
表2.15組織公民行為各構面之意涵--------------------------------------58
表2.16組織公民行為的構面分類----------------------------------------59
表3.1組織不公正衡量問項---------------------------------------------82
表3.2心理契約破壞與違背衡量問項--------------------------------------83
表3.3負面情感衡量問項-----------------------------------------------84
表3.4主管不當監督衡量問項-------------------------------------------85
表3.5組織公民行為衡量問項-------------------------------------------87
表3.6主管資本資料分析-----------------------------------------------89
表3.7部屬資本資料分析-----------------------------------------------91
表3.8 KMO及Bartlett球形檢定分析-------------------------------------96
表3.9組織不公正量表之因素分析及信度分析-------------------------------99
表3.10 心理契約破壞與違背量表之因素分析及信度分析----------------------100
表3.11負面情感量表之因素分析及信度分析--------------------------------101
表3.12主管不當監督量表之因素分析及信度分析---------------------------102
表3.13組織公民行為之因素分析及信度分析-------------------------------104
表3.14組織不公正量表之驗證性因素分析---------------------------------106
表3.15心理契約破壞與違背量表之驗證性因素分析--------------------------107
表3.16負面情感量表之驗證性因素分析-----------------------------------108
表3.17主管不當監督量表之驗證性因素分析--------------------------------109
表3.18組織公民行為量表之驗證性因素分析--------------------------------110
表3.19各構面驗證性因素分析------------------------------------------111
表4.1組織不公正對心理契約破壞與違背之層級迴歸分析----------------------113
表4.2心理契約破壞與違背對主管不當監督之層級迴歸模式--------------------115
表4.3組織不公正對負面情感的層級迴歸分析-------------------------------117
表4.4 負面情感對主管不當監督的層級迴歸分析----------------------------119
表4.5組織不公正對主管不當監督之層級迴歸分析---------------------------121
表4.6 心理契約破壞與違背對負面情感-----------------------------------123
表4.7 主管不當監督對組織公民行為-------------------------------------125
表4.8原始模式中各潛在變數與觀測變書之項目-----------------------------128
表4.9 SEM配適指標之判斷準則-----------------------------------------130
表4.10基本配合度---------------------------------------------------131
表4.11整體模式配合度-----------------------------------------------132
表4.12內在配適度分析-----------------------------------------------134
表4.13 SEM驗證直接效果假設結果--------------------------------------137
表4.14 SEM驗證中介效果假設結果--------------------------------------138
表4.15主管之不同性別在各構面之差異-----------------------------------139
表4.16不同主管之婚姻在各構面之差異-----------------------------------140
表4.17主管之年齡在各構面之差異--------------------------------------142
表4.18主管之學歷在各構面之差異--------------------------------------144
表4.19主管之工作經驗在各構面之差異-----------------------------------146
表4.20主管之工作地點在各構面之差異-----------------------------------147
表4.21部屬之性別在各構面之差異--------------------------------------148
表4.22部屬之婚姻在各構面之差異--------------------------------------148
表4.23部屬之工作年資在各構面之差異-----------------------------------149
表4.24部屬之職稱在各構面之差異--------------------------------------150
表4.25實證結果----------------------------------------------------151

圖目錄
圖1.1研究流程-------------------------------------------------------7
圖2.1心理契約之誘因-貢獻交換關係------------------------------------20
圖2.2心理契約破壞與發展---------------------------------------------26
圖2.3員工貢獻平均指標概念-------------------------------------------29
圖3.1本研究架構圖--------------------------------------------------78
圖4.1原始因果模式-------------------------------------------------127
圖4.2 SEM驗證結果-------------------------------------------------135
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