跳到主要內容

臺灣博碩士論文加值系統

(44.221.66.130) 您好!臺灣時間:2024/06/24 05:07
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

: 
twitterline
研究生:林弘儒
研究生(外文):Hung-ju Lin
論文名稱:真誠領導對員工的組織公平認知、 組織承諾與助人行為之影響
指導教授:陳春希陳春希引用關係
指導教授(外文):Chun-hsi Chan
學位類別:碩士
校院名稱:國立中央大學
系所名稱:企業管理學系
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:2014
畢業學年度:102
語文別:中文
論文頁數:68
中文關鍵詞:真誠領導組織公平助人行為組織承諾
外文關鍵詞:authentic leadershiporganizational justicehelping behaviororganizational commitment
相關次數:
  • 被引用被引用:11
  • 點閱點閱:408
  • 評分評分:
  • 下載下載:70
  • 收藏至我的研究室書目清單書目收藏:1
本研究以真誠領導理論觀點,探討主管的領導行為對於員工的組織公平認知、組織承諾與助人行為的影響。研究結果證實真誠領導與分配公平、程序公平、互動公平、組織承諾與幫助行為等有正向的關係。分配與程序公平與組織承諾有正向的關係。此外,分配公平對員工的助人行為有正向的關聯。本研究依研究結果提出未來研究之建議及管理實務之意涵。
This study explores the effect of authentic leadership on employees’ perception of organizational justice, organizational commitment, and helping behavior. It is found that authentic leadership is positively related to distributive justice, procedural justice, interactional justice, organizational commitment, and helping behavior. It is also found that both distributive justice and procedural justice are positively related to organizational commitment. In addition, distributive justice is positively related to helping behavior. Managerial implications and suggestions for future research are thus discussed.
第一章 緒論.................................................................................................................1
第一節 研究動機.................................................................................................1
第二節 研究目的.................................................................................................3
第三節 研究流程.................................................................................................4
第二章 文獻探討.........................................................................................................5
第一節 真誠領導….…………………………………….……………………. .5
第二節 組織公平……........................................................................................10
第三節 組織承諾…............................................................................................17
第四節 助人行為................................................................................................19
第三章 研究方法........................................................................................................21
第一節 研究架構................................................................................................21
第二節 研究變項之測量....................................................................................22
第三節 結構方程模型........................................................................................24
第四節 抽樣與資料分析方法............................................................................28
第四章 資料分析與結果............................................................................................29
第一節 研究樣本資料分析................................................................................29
第二節 測量模型之評估....................................................................................33
第三節 結構模型之評估....................................................................................38
第四節 研究假設檢驗........................................................................................41
第五章 結論與建議....................................................................................................43
第一節 研究結果................................................................................................43
第二節 管理意涵................................................................................................45
第三節 研究限制與未來研究建議....................................................................46
參考文獻 ....................................................................................................................47
附錄:正式問卷 ........................................................................................................56

林淑姬、樊景立、吳靜吉、司徒達賢(1994)。薪酬公平、程序公正與組織承諾、 組織公民行為關係之研究。管理評論,13(2),87-108。

莊璦嘉(2003)。個人與工作適配以及個人與組織適配對工作行為之影響-以顧 客服務人員為例,國科會專案研究計畫成果報告。

Adams, J.S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.

Alderfer, C.P. (1972). Existence Relatedness and Growth Need in Organizational Setting. New York: The Free Press.

Alexander, S. &; Ruderman, M. (1987). The role of procedural and distributive
justice in organizational behavior. Social Justice Research, 1, 177-198.

Ambrose, M.L., &; Schminke, M. (2003). Organization structure as a moderator of
the relationship between procedural justice, interactional justice, POS and supervisory trust. Journal of Applied Psychology, 88, 295-305.

Anderson, J.C., &; Gerbing, D.W. (1984). The effects of sampling error on
convergence, improper solution and goodness-of-fit indices for maximum likelihood confirmatory factor analysis. Psychometrika, 49, 155-173.

Avolio, B.J. (2005). Leadership Development in Balance: Made/Born. Mahwah, NJ: Lawrence Earlbaum Associates.

Avolio, B.J., Gardner, W.L., Walumbwa, F.O., Luthans, F., &; May, D.R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15, 801-823.

Avolio, B.J., Luthans, F., &; Walumba, F.O. (2004). Authentic leadership: Theory building for veritable sustained performance. Working paper: Gallup Leadership Institute, University of Nebraska-Lincoln.

Bartol, K.M. (1983). Turnover among DP personnel: A causal analysis. Communications of the ACM, 26, 807-811.

Bass, B.M. &; Avolio, B.J. (1997). Full Range of Leadership Development: Manual for the Multifactor Leadership Questionnaire. Redwood City, CA: Mind
Garden.
Bass, B.M. (1998). Transformational leadership: Industry, Military, and Educational Impact. Mahwah, NJ: Lawrence Erlbaum.

Becker, H.S. (1960). Notes on the concept of commitment. American Journal of
Sociology, 66, 132-140.

Bentler, P.M., &; Bonett, D.G. (1980). Significance tests and goodness-of-fit in
the analysis of covariance structures. Psychological Bulletin, 88, 588-606.

Bentler, P.M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107, 238-246.

Bentler, P.M. (1992). On the fit of models to covariances and methodology to
the Bulletin. Psychological Bulletin, 112, 400-404.

Bhal, K.T., &; Ansari, M.A. (1996). Measuring quality of interaction between
leaders and members. Journal of Applied Social Psychology, 26, 945-972.

Bies, R.J. &; Moag, J.S. (1986), Interactional justice: Communication criteria of fairness. Research on Negotiation in Organizations, 1, 43-55.

Bierhoff, H.W., Cohen, R.L., &; Greenberg, J. (1986). Justice in Social Relations. New York: Plenum.

Blau, P. (1964). Exchange and Power in Social Lift. New York: John Wiley &;
Sons.

Bollen, K.A. (1989). Structural Equations with Latent Variables. New York:
Wiley.

Bonett, D.G. (1980). Significance tests and goodness of fit in the analysis of
covariance structures. Psychological Bulletin, 88, 588-606.

Browne, M.W. &; Cudeck, R. (1993). Alternative ways of assessing model fit.
In K.A. Bolen &; J.S. Long (Eds.), Testing Structural Equation Models, (pp. 136-162). Newbury Park, CA: Sage.

Buchanan, B. (1974). Building organizational commitment: The socialization of
managers in work organizations. Administrative Science Quarterly, 19(4), 533-546.

Byrne, B.M. (1998). Structural equation modeling with LISREL, PRELIS, and SIMPLIS: Basic concepts, applications, and programming. Mahwah, NJ: Erlbaum.

Clugston, M., Howell, J.P., &; Dorfman, P.W. (2000). Does cultural socialization predict multiple bases and foci of commitment? Journal of Management, 26, 5-30.

Cooper, C., Scandura, T.A., &; Schriesheim, C.A. (2005). Looking forward but learning from our past: Potential challenges to developing authentic leadership theory and authentic leaders. The Leadership Quarterly, 16, 474-493.

Cropanzano, R. &; Folger, R. (1989). Referent cognitions and task decision autonomy: Beyond equity theory. Journal of Applied Psychology, 74,
293-299.

Crosby, F.J. (1976). A model of egoistical relative deprivation. Psychological Review, 83, 85-113.

Crosby, F.J. (1984). Relative deprivation in organizational setting. In B.M. Staw &;
L.L. Cummings (Eds.), Research in Organizational Behavior, 6, (pp. 53-93).
Greenwich, CT: JAI Press.

Danserean, F., Graen, G., &; Haga, W.J. (1975). A vertical dyad linkage approach
to leadership within formal organizations: A longitudinal investigation of the role
making process. Organizational Behavior and Human Performance, 13, 46-78.


Dansereau, F., Cashman, J., &; Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior and Human Performance, 10, 184-200.

Dansereau, F., Alutto J.A., &; Yammarino, F.J. (1984). Theory Testing in Organizational Behavior: The Variant Approach. Englewood Cliffs, NF: Prentice-Hall.

Dean, B.M. &; Paul, D.S. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 627-635.

Deluga, R.J. (1994). Supervisor trust building leader-member exchange and
organizational citizenship behavior. Journal of Occupational and Organizational
Psychology, 67 (1), 315-326.

Deutsch, M. (1975). Equity, equality and need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues, 31(3), 37-149.
De Cremer, D. &; Sedikides, C. (2005). Self-uncertainty and responsiveness to procedural justice. Journal of Experimental Social Psychology, 41, 157-173.

Dienesch, R. &; Liden, R. (1986). Leader-member exchange model of leadership:
A critique and further development. Academy of Management Review, 72(2), 237-240.

Dubinsky, A.J. &; Levy, M. (1989). Influence of organizational fairness on work outcomes of retail salespeople. Journal of Retailing, 65 (2), 221-252.

Erickson, R.J. (1995). The importance of authenticity for self and society. Symbolic Interaction, 18(2), 121 -144.

Farrell, D. &; Rusbult, C.E. (1981). Exchange variable as predictors of job
satisfaction, job commitment and turnover: The impact of reward, costs, alternatives and investment. Organizational Behavior and Human Performance, 28, 120-126.

Fiorito, J., Bozeman, D.P., Young, A., &; Meurs, J.A. (2007). Organizational commitment, human resource practices, and organizational characteristics. Journal of Managerial Issues, 19(2), 186-207.

Folger, R. &; Greenberg, J. (1985). Procedural justice: An interpretative analysis
of personnel systems. Research in Personnel and Human Resource Management,
3, 141-183.

Folger, R. &; Konovsky, M.A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32 (1), 115-130.

Folger, R. (1987). Reformulating the preconditions of resentment: A referent cognitions model. In J. C. Masters &; W. P. Smith (Eds.), Social comparison, justice, and relative deprivation: Theoretical, empirical, and policy perspectives (pp. 183 215). Hillsdale, NJ: Lawrence Erlbaum Associates.

Graen, G. &; Cashman, J. (1975). A role-making model of leadership in
formal organizations: A developmental approach. In J. Hunt &; L. Larson (Eds.),
Leadership Frontiers, ( pp. 143-166). Kent, OH: Kent State University Press.

Graen, G.B., Novak, M., &; Sommerkamp, P. (1982). The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 30, 109-131.

Greenberg, J. (1987). Reactions to procedural injustice in payment distributions:
Do the means justify the ends? Journal of Applied Psychology, 72, 55-71.

Hair, J.F, Anderson, R.E., Tatham, R.L, &; Black, W.C. (1998). Multivariate Data Analysis. NY: Prentice Hall International.

Harter, S. (2002). Authenticity. In C.R. Snyder &; S. Lopez (Eds.), Handbook of Positive Psychology ( pp. 382-394). Oxford UK: Oxford University Press.

Hu, L, &; Bentler, P.M. (1998). Fit indices in covariance structure modeling: Sensitivity to underparameterized model misspecification. Psychological methods, 3, 424-453.
Ilies, R., Morgeson, F.P., &; Nahrgang, J.D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader-follower outcomes. The
Leadership Quarterly, 16, 373-394.

Iverson, R.D. &; Roy, P. (1994). A causal model of behavioral commitment: Evidence from a study of Australian blue-collar employees. Journal of Management, 20 (1), 15-41.

Kernis, M.H. (2003). Toward a conceptualization of optimal self-esteem. Psychological Inquiry, 14, 1-26.

Konovsky, M.A. &; Pugh, S.D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37, 656-669.

Kouzes, J.M. &; Posner, B.Z. (2002). The Leadership Challenge. San Francisco: Jossey-Bass.

Lerner, M.J. (1982). The justice motive in human relations and the economic
model of man: A radical analysis of facts and fictions. In V.J. Derlega &;
Grezlak (Eds.).Cooperation and Helping Behavior: Theories and Research,
(pp. 121-145). New York: Academic Press.

Leventhal, G.S. (1980). What should be fine with equity theory? New approaches
to the study of fairness in social relationships. In Gergen, K. Greenberg, M. &; Willis, R. (Eds.), Social Exchange: Advances in Theory and Research, (pp. 27-55). New York: Plenum Press.

Leventhal, G. S., Karuza J., &; Fry, W. R. (1980). Beyond fairness: A theory of
allocation preference. In G. Milula (Eds.), Justice and Social Interaction, 167-218. NewYork: Springer-Verlag.

Locke, E.A. &; Latham, G.P. (1990). Work motivation and satisfaction: Light at the end of the tunnel. Psychological Science, 1 (4), 240-246.

Maslow, A. (1968). Motivation and personality (3rd ed.). New York: Harper.

Maslow, A. (1971). The farther reaches of human nature. New York: Viking.

McNeilly, K.M., &; Russ, F.A. (1992). The moderating effect of sales force
performance on relationships involving antecedents of turnover. The Journal of
Personal Selling &; Sales Management, 12, 9-20. Meyer, J.P., Paunonen, S.V., Gellatly, I.R., Giffin, R.D., &; Jackson, D.N. (1989).
Organizational commitment and job performance: It’s the nature of the commitment that counts. Journal of Applied Psychology, 74, 152-156.

Meyer J.P., Allen, N.J. , &; Smith C, (1993). Commitment to Organizations and
Occupations: Extension and Test of a Three-component Conceptualization. Journal of Applied Psychology, 78, 538-551.

Moorman, R.H., Zaltman, G., &; Deshpande, R. (1992). Relationships between providers and users of market Research: The dynamics of trust within and between organizations. Journal of Marketing Research, 29,314-328.

Niehoff, B.P. &; Moorman, R.H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.

Nyhan, R.C. (1999). Increasing affective organizational commitment in public
organizations. Review of Public Personnel Administration, 19(3), 58-70.

Organ, D.W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books.

Parker, R.J. &; Kohlmeyer, J.M. (2005) Organizational justice and turnover in public accounting firms: a research note. Accounting, Organizations and Society, 30, 357-369.

Porter, L.W., Streer, R.W., &; Boulian, P.V. (1974). Organazational commitment job satisfacation, and turnover among psychiatric technician. Journal of Applied Psychology, 59, 603-609.

Rhodes, S.R. &; Steers, R.M. (1981). Conventional vs. worker-owned organizations. Human Relations, 34(12), 1013-1035.

Roberts, J.A., Coulson, K.R., &; Chonko, L.B. (1999). Salesperson perceptions of equity and justice and their impact on organizational commitment and intent to turnover. Journal of Marketing Theory and Practice, 7, 1-16.

Settoon, R.P. &; Mossholder, K.W. (2002). Relationship quality and relationship context as antecedents of person-and task-focused interpersonal citizenship behavior. Journal of Applied Psychology, 87(3), 542-548.

Shamir, B. &; Eilam, G. (2005). What’s your story? A life-stories approach to authentic leadership development. The Leadership Quarterly, 16, 395-417.

Sims, R.L. &; Kroeck, K.C. (1994). The influence of ethical fit on employee
satisfaction, commitment, and turnover. Journal of Business Ethics, 13,
939-947.

Sparrowe, R.T. (2005). Authentic leadership and the narrative self. The Leadership Quarterly, 16, 419-439.

Summers, T.P. &; W.H. Hendrix . (1991). Modeling the role of pay equity perceptions: A field study. Journal of Occupational Psychology, 64, 145-157.

Thibaut, J. &; Walker, I. (1975). Procedural Justice: A Psychological Analysis.
Hillsdale, NJ: Lawrence Erlbaum Associates.

Walumbwa, F.O., Avolio B.J., Gardner, W.L., Wernsing, T.S., &; Peterson S.J. (2008). Authentic Leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.

Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7, 418-428.

Williams, L.J. &; Anderson, S.E. (1991). Job satisfaction and Organizational
committment as predictors of organizational citizenship and in-role behaviors.
Journal of Management, 17, 601-617.


連結至畢業學校之論文網頁點我開啟連結
註: 此連結為研究生畢業學校所提供,不一定有電子全文可供下載,若連結有誤,請點選上方之〝勘誤回報〞功能,我們會盡快修正,謝謝!
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 組織公平與組織承諾關係之研究─檢驗薪資制度知覺的調節效果
2. 彰化縣國小教師工作壓力、組織公平與組織承諾之研究
3. 公賣局獎酬結構改變對組織公平、組織承諾、工作滿足及績效的影響
4. 組織政治知覺與組織公平對組織承諾之關係研究─以某公營銀行為例
5. 組織中分配正義與程序正義對員工組織承諾,工作滿意及離職傾向之影響─以會計師事務所為探討對象
6. 國際觀光旅館員工組織公平、工作滿意度、組織承諾與組織公民行為關係之研究
7. 組織正義對組織承諾影響之研究-以組織信任為中介及干擾變項
8. 組織政治知覺、組織公平、組織次文化、組織承諾、組織政治行為工作投入與工作行為之關聯性研究-以台南縣基層農會為例
9. 台灣金控公司之組織變革、組織公平、員工工作壓力與組織承諾關聯之研究
10. 領導行為、組織公平、信任、組織承諾與組織公民行為關係之研究-以國際觀光旅館員工為例
11. 組織公平、組織承諾對組織公民行為影響之研究-以外派人員為例
12. 組織公平、組織承諾與服務態度關係之研究-以金融服務業為例
13. 個人之工作態度、組織公平認知及其工作表現之關聯性研究:以房屋仲介經紀人為例-
14. 組織公平、組織信任與組織承諾影響關係之研究
15. 心理契約、組織公正、組織承諾之關聯性研究-以身心障礙養護機構為例