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研究生:張斯綸
研究生(外文):Jhang, Sih Lun
論文名稱:金融業員工之組織政治知覺對組織承諾之影響-以組織公平、心理契約為中介變數
論文名稱(外文):An Empirical Study on the Relationships Among Perceptions of Organizational Politics, Psychological Contract in Banking Industry-The Mediating Effect of Organizational Justice and Psychological Contract
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):Yu, Ming-ChuChen, Yi-Jung
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:186
中文關鍵詞:組織政治知覺組織公平心理契約組織承諾
外文關鍵詞:Organizational Politics PerceptionsOrganizational JusticePsychological ContractOrganizational Commitment
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摘要
台灣金融業經營備感艱辛,面對競爭激烈之環境,就金融產業的員工而言,由從前捧著金飯碗的時代,轉變成一群面臨合併裁員、業績導向的族群,工作不確定性亦因此而大幅提高。而這些外在環境的劇烈變動,勢必對員工日常的工作環境造成衝擊。本土金融從業人員面對整體大環境的變遷,合併、減薪、裁員風聞不斷,當員工意識到整個組織非有所作為不可時,其組織政治知覺亦隨之提高。因此,本研究探討金融業員工之組織政治知覺對組織承諾之影響-以組織公平與心理契約為中介變數。

本研究以問卷調查法進行調查,共寄發 500 份問卷。共回收有效問卷 320 份。以典型相關、SEM、複迴歸分析、變異數分析方法進行實證分析,研究結果如下:
1. 組織政治知覺對組織公平與組織承諾有負向顯著影響。
2. 組織政治知覺對組織公平有負向顯著影響,同時組織公平對組織承諾有正向顯著影響,即組織政治知覺會透過組織公平中介效果影響組織承諾。
3. 組織政治知覺對組織公平有負向顯著影響,同時組織公平對心理契約有正向顯著影響,即組織政治知覺會透過組織公平中介效果影響心理契約。
4. 組織公平對心理契約有正向顯著影響,同時心理契約對組織承諾亦有正向顯著影響,即組織公平會透過心理契約的中介效果影響組織承諾。
5. 組織政治知覺對組織公平有負向顯著影響,同時組織公平對心理契約有正向顯著影響,且心理契約對組織承諾亦有正向顯著影響,即組織政治知覺會透過組織公平與心理契約之中介效果影響組織承諾。
Abstract
According to the staff of the financial institution referring to the hardships in financial institution and competition. It is changing and diverted is social society to convert merging and downsizing with the enterprise that raising and lead working uncertainty and margin inefficient improved. And the changeable of these external environment, downsizing, merges the staff to learn through hearsay constantly. When the staff realize that organize and accomplish something entirely, its perceptions of organizational politics also improves thereupon. So that we explore the relationships among perceptions of organizational politics, psychological contract in banking industry-the mediating effect of organizational justice and psychological contract.
This research explores the relationships among organizational politics perceptions, organizational justice, psychological contract and organizational commitment. research has 320 effective samples. This research use kinds of statistical analysis includes factor analysis, canonical analysis, regression analysis, ANOVA and SEM. The main findings are:
1. The perceptions of organizational politics has negative influence with organizational justice and organizational commitment.
2. The perceptions of organizational politics has negative influence with organizational justice. Organizational justice has positive influence with organizational commitment. So that perceptions of organizational politics affect organizational commitment via mediating variable of organizational justice.
3. The perceptions of organizational politics has negative influence with organizational justice. Organizational justice has positive influence with psychological contract. So that perceptions of organizational politics affect psychological contract via mediating variable of organizational justice.
4. The organizational justice has positive influence with psychological contract. Pychological contract has positive influence with organizational commitment. So that organizational justice affect organizational commitment via mediating variable of Pychological contract.
5. The perceptions of organizational politics has negative influence with organizational justice. Organizational justice has positive influence with psychological contract. Pychological contract has positive influence with organizational commitment. So that perceptions of organizational politics affect organizational commitment via mediating variable of organizational justice and psychological contract.
目 錄
摘要 I
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究範圍 5
第四節 研究流程 6
第二章 文獻探討 8
第一節 組織政治知覺 8
第二節 組織公平 19
第三節 心理契約 27
第四節 組織承諾 51
第五節 各變項之相關研究結果探討 58
第三章 研究方法 67
第一節 研究架構 67
第二節 研究假設 69
第三節 研究變項之操作性定義與衡量 72
第四節 問卷設計 74
第五節 研究對象與樣本特性 81
第六節 資料分析方法 84
第七節 信度與驗證性因素分析 87
第八節 研究限制 102
第四章 研究結果分析與討論 103
第一節 研究構面基本資料特性分析 103
第二節 典型相關分析 110
第三節 各構面之複迴歸分析 123
第四節 研究架構整體模式分析 129
第五節 不同特性員工在各構面之差異性分析 140
第五章 結論與建議 150
第一節 研究結論 150
第二節 管理意涵與建議 152
參考文獻 158
一、中文部分 158
二、英文部分 162
附錄 研究問卷 171

表 目 錄
表 1-1 本研究之研究範圍 5
表 2-1 政治之定義 10
表 2-2 組織公平之定義 19
表 2-3 組織公平分類及構面 20
表 2-4 各學者對心理契約的定義 30
表 2-5 各學者對組織承諾的定義 52
表 2-6 組織承諾的相關分類彙總 53
表 3-1 問卷回收樣本明細表 81
表 3-2 回收樣本資料 82
表 3-3 KMO 及 Bartlett 球形檢定表 87
表 3-4 組織政治知覺量表之因素分析及信度表 89
表 3-5 組織公平量表之因素分析及信度表 92
表 3-6 心理契約量表之因素分析及信度表 93
表 3-7 組織承諾量表之因素分析及信度表 95
表 3-8 組織政治知覺量表之驗證性因素分析結果表 98
表 3-9 組織公平量表之驗證性因素分析結果表 99
表 3-10 心理契約量表之驗證性因素分析結果表 100
表 3-11 組織承諾量表之驗證性因素分析結果表 101
表 3-12 驗證性因素分析之模式適合度考驗摘要表 101
表 4-1 組織政治知覺構面變項之意見均值 104
表 4-2 組織公平構面變項之意見均值 106
表 4-3 心理契約構面變項之意見均值 107
表 4-4 組織承諾構面變項之意見均值 108
表 4-5 組織政治知覺與組織公平典型相關整體模式評估 110
表 4-6 組織政治知覺對組織公平典型相關檢定表 112
表 4-7 組織政治知覺與心理契約典型相關整體模式評估 111
表 4-8 組織政治知覺對心理契約典型相關檢定表 114
表 4-9 組織政治知覺與組織承諾典型相關整體模式評估 114
表 4-10 組織政治知覺對組織承諾典型相關檢定表 116
表 4-11 組織公平與心理契約典型相關整體模式評估 116
表 4-12 組織公平對心理契約典型相關檢定表 117
表 4-13 組織公平與組織承諾典型相關整體模式評估 118
表 4-14 組織公平對組織承諾典型相關檢定表 119
表 4-15 心理契約與組織承諾典型相關整體模式評估 120
表 4-16 心理契約對組織承諾典型相關檢定表 121
表 4-17 組織政治知覺對組織公平之複迴歸分析 123
表 4-18 組織政治知覺對心理契約之複迴歸分析 124
表 4-19 組織政治知覺對組織承諾之複迴歸分析 125
表 4-20 組織公平對心理契約之複迴歸分析 126
表 4-21 組織公平對組織承諾之複迴歸分析 127
表 4-22 心理契約對組織承諾之複迴歸分析 128
表 4-23 原始模式中各潛在變數與觀測變數之表示 130
表 4-24 SEM配適指標之判斷準則 131
表 4-25 基本配適度分析結果 132
表 4-26 整體配適度分析結果 133
表 4-27 內在配適度分析結果 134
表 4-28 理論結構模式之因徑係數與假設驗證-中介效果 139
表 4-29 年齡在各構面之變異數分析 140
表 4-30 服務年資在各構面之變異數分析 141
表 4-31 教育程度在各構面之變異數分析 142
表 4-32 婚姻狀況在各構面之變異數分析 143
表 4-33 性別在各構面之變異數分析 144
表 4-34 職務層級在各構面之變異數分析 145
表 4-35 工作性質在各構面之變異數分析 146
表 4-36 月收入在各構面之變異數分析 147
表 4-37 研究假設與實證結果彙整表 148

圖 目 錄
圖 1-1 研究流程 7
圖 2-1 組織組織政治知覺模型 12
圖 2-2 程序公平如何影響團隊績效 25
圖 2-3 心理契約與經濟契約 28
圖 2-4 交易型契約與關係型契約之特徵比較 34
圖 2-5 交易主導型與關係主導型心理契約之比較 34
圖 2-6 兩種不同心理契約中交易性與關係性部份所佔比例示意圖 35
圖 2-7 員工知覺組織行為之可接受範圍及容忍範圍 36
圖 2-8 心理契約之誘因-貢獻交換關係 38
圖 2-9 心理契約破壞之來源 41
圖 2-10 心理契約破壞和員工行為建立之模型 46
圖 3-1 本研究架構 68
圖 4-1 組織政治知覺與組織公平典型相關模型圖 111
圖 4-2 組織政治知覺與心理契約典型相關模型圖 113
圖 4-3 組織政治知覺與組織承諾典型相關模型圖 115
圖 4-4 組織公平與心理契約典型相關模型圖 117
圖 4-5 組織公平與組織承諾典型相關模型圖 119
圖 4-6 心理契約與組織承諾典型相關模型圖 120
圖 4-7 本研究理論模式與參數架構 129
圖 4-8 本研究之SEM驗證結果 130
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