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研究生:王鋰滿
研究生(外文):Wang,Li-Man
論文名稱:組織政治知覺在動機與組織公民行為間的調節效果
論文名稱(外文):The Moderating Effect of Perceptions of Organizational Politics on the Relationship between Motive and Organizational Citizenship Behavior
指導教授:陳儀蓉陳儀蓉引用關係鄭克強鄭克強引用關係
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
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:2009
畢業學年度:97
語文別:中文
論文頁數:79
中文關鍵詞:組織公民行為動機組織政治知覺
外文關鍵詞:Organizational Citizenship Behavior (OCB)MotivePerceptions of Organizational Politics
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組織公民行為是一種員工自動自發的行為表現,超越其職務範圍並有利於組織績效的提升,然而,基於個人利益所展現的組織公民行為,對組織没有好處甚至會對組織帶來不良的影響,是故,本研究試圖去探討員工組織公民行為的動機,除了傳統的利他動機外,並納入利己動機,檢測利他動機與利己動機對組織公民行為的影響,本研究也針對員工的組織政治知覺對動機與組織公民行為之間是否具有調節效果進行探討。為了避免產生共同方法變異的問題,本研究從主管與員工兩個來源收集資料。研究結果顯示,組織關懷動機、利社會價值動機與印象管理動機對組織公民行為有顯著正向的影響,組織政治知覺對組織公民行為有顯著負向的影響,同時本研究也發現,組織政治知覺在利社會價值動機與組織公民行為間具有調節效果,然而,與本研究預期相反的是,當組織政治知覺越高時,利社會價值動機與組織公民行為間的關係越強烈。針對上述的結果,本研究提出相關討論及許多建議供後續研究者參考。
Organizational citizenship behavior (OCB) is defined as individual behaviors which are discretionary and go beyond the formal duty, and result in promoting the effective functioning of an organization. However, displaying OCB, based on individual benefits, might be detrimental to organizations. Therefore, this study explored employees’ motive of displaying OCB, including altruistic and egoistic motives to examine their impact on OCB. This study explored the moderating effects of perceptions of organizational politics on the motive-OCB relationship. To avoid the common method variance, this study collected data from dyadic samples, supervisors and subordinates. The results reveal that organizational concern motive, prosocial values motive, and impression management motive are significantly positive related to OCB; perceptions of organizational politics is negatively related to OCB; perceptions of organizational politics has moderating effect on prosocial values motive-OCB relationship. Contrary to our prediction, the higher the employees’ perceptions of organizational politics display, the stronger the relationship between prosocial values motive and OCB shows. Some study results are discussed, as are suggestions for future research.
目 錄
目錄 ………………………………………………………………I
表目錄 ……………………………………………………………III
圖目錄 ……………………………………………………………IV
第一章 緒論 ………………………………………………………1
第二章 文獻探討
第一節 組織公民行為概要……………………………………… 4
第二節 動機概要…………………………………………………11
第三節 組織政治知覺概要………………………………………18
第四節 各研究變項之關聯性……………………………………21
第三章 研究方法
第一節 研究變項與測量工具……………………………………27
第二節 研究對象與程序…………………………………………32
第三節 研究分析方法……………………………………………34
第四章 研究結果
第一節 敘述性統計分析…………………………………………35
第二節 信度分析…………………………………………………40
第三節 相關分析…………………………………………………45
第四節 迴歸分析…………………………………………………48
第五節 假設結果分析……………………………………………57
第五章 結論與建議
第一節 研究結果與討論…………………………………………59
第二節 研究限制及建議…………………………………………62
第三節 管理與實務意涵…………………………………………64
參考文獻 …………………………………………………………67
附錄一:研究問卷(主管問卷) ………………………………75
附錄二:研究問卷(員工問卷) ………………………………77
表 目 錄
表2-1 組織公民行為構面分類整理 ……………………………10
表3-1 研究對象分組 ……………………………………………32
表4-1 樣本特性之次數分配 ……………………………………37
表4-2 樣本特性之描述性統計 …………………………………38
表4-3 研究變項之描述性統計 …………………………………39
表4-4 組織公民行為動機量表之信度分析 ……………………41
表4-5 組織政治知覺量表之信度分析 …………………………42
表4-6 組織公民行為量表之信度分析 …………………………44
表4-7 各研究變項間之相關係數 ………………………………47
表4-8 OC動機與組織政治知覺對OCB之迴歸分析 …………50
表4-9 PV動機與組織政治知覺對OCB之迴歸分析 …………53
表4-10 IM動機與組織政治知覺對OCB之迴歸分析 …………56
表4-11研究假設之驗證結果……………………………………58
圖 目 錄
圖2-1 研究架構 …………………………………………………26
圖4-1 利社會價值動機與組織政治知覺的交互作用 …………52
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林鉦棽(2004)。休閒旅館業從業人員的組織公正、組織信任、組織公民行為關係:社會交換理論之觀點。中華管理學報,5,91-112。

林鉦棽(2007)。跨層次觀點下印象管理動機與主管導向之組織公民行為的關係:社會互動與組織政治氣候的調節角色。管理學報,24,93-111。

邱皓政(2000)。工作動機的內生性與外生性:台灣與美國大學生動機內涵計量研究。應用心理研究,7,221-251。

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1. 林鉦棽(2004)。休閒旅館業從業人員的組織公正、組織信任、組織公民行為關係:社會交換理論之觀點。中華管理學報,5,91-112。
2. 林鉦棽(2004)。休閒旅館業從業人員的組織公正、組織信任、組織公民行為關係:社會交換理論之觀點。中華管理學報,5,91-112。
3. 林鉦棽(2007)。跨層次觀點下印象管理動機與主管導向之組織公民行為的關係:社會互動與組織政治氣候的調節角色。管理學報,24,93-111。
4. 林鉦棽(2007)。跨層次觀點下印象管理動機與主管導向之組織公民行為的關係:社會互動與組織政治氣候的調節角色。管理學報,24,93-111。
5. 邱皓政(2000)。工作動機的內生性與外生性:台灣與美國大學生動機內涵計量研究。應用心理研究,7,221-251。
6. 邱皓政(2000)。工作動機的內生性與外生性:台灣與美國大學生動機內涵計量研究。應用心理研究,7,221-251。
7. 許道然(2002)。組織公民行為之研究。空大行政學報,12,113-146。
8. 許道然(2002)。組織公民行為之研究。空大行政學報,12,113-146。
9. 陳儀蓉(2007)。逢迎動機、上下司交換關係與員工展現組織公民行為之對象的關聯性。管理評論,4,1-25。
10. 陳儀蓉(2007)。逢迎動機、上下司交換關係與員工展現組織公民行為之對象的關聯性。管理評論,4,1-25。
11. 諸承明(2000)。親信關係與員工績效評估之關聯性研究-從差序格局探討主管對部屬的評估偏差。管理評論,9,125-147。
12. 諸承明(2000)。親信關係與員工績效評估之關聯性研究-從差序格局探討主管對部屬的評估偏差。管理評論,9,125-147。
 
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