臺灣博碩士論文加值系統

Bateman and Organ(1983)研究指出知覺組織支持的強度和高績效的義務回報會隨著社會情緒需求強度而增加。研究發現當組織的成員感覺到高度的組織支持時，會以工作努力與忠誠度回報組織(Wayne, Shore, and Liden, 1997; Bateman and Organ, 1983; Organ and Konovsky, 1989)。基於社會交換理論與社會情感機制所擴展出三個研究變項包括組織公民行為、信任與工作壓力，驗證其如何及為何解釋知覺組織支持與工作績效間的關係。本研究提出組織公民行為、信任、工作壓力對知覺組織支持與工作績效之中介模型，並針對此模型加以驗證。
施測的樣本涵蓋三大產業(製造業，金融業與服務業)，藉由同時向主管及其直屬員工發放問卷的方式，達成研究的目的，問卷分三個時間點發放，樣本來自79家公司，360位員工。
研究模型採迴歸分析併用驗證分析法加以評估，結果顯示出，員工知覺組織支持對工作績效有顯著正向影響；以及組織公民行為、信任與工作壓力分別對員工知覺組織支持與工作績效有中介效果。

Bateman and Organ (1983) indicated that the strength of perceived organizational support and the obligation to reciprocate with high performance increase with the satisfaction of socioemotional needs. The subordinates encouraged by the heigh perceived organizational support would exchange with work effort and affective commitment (Wayne, Shore and Liden, 1997; Bateman and Organ, 1983; Organ and Konovsky, 1989). Three mechanisms developed, organizational citizenship behavior, trust, and job strains, respectively, applied with both social exchange theory and affective events theory in this study are used to explain how and why organizational support enhances employees’ job performance. A contingency model describing the mediation effect of organizational citizenship behavior, trust, and job strains, respectively, on the perceived organizational support and job performance was proposed and tested.
A survey research by distributing questionnaires to superviors and their subordinates was conducted using a sample of three kinds of industries including manufacturing industry, financial industry and service industry. Data were collected at three points in time from 79 companies including 360 employees.
Confirmatory factor analysis (CFA) and multiple regression technique were used to analyze the data and evaluate the research model. The results of this study showed that perceived organizational support is positively related to job performance as well as organizational citizenship behavior, trust, and job strains, respectively, has the mediation effect of perceived organizational support on job performance.

中文摘要　．．．．．．．．．．．．．．．．．．．．． iii
英文摘要　．．．．．．．．．．．．．．．．．．．．． iv
誌謝辭 ．．．．．．．．．．．．．．．．．．．．． vi
內容目錄　．．．．．．．．．．．．．．．．．．．．． vii
表目錄　　．．．．．．．．．．．．．．．．．．．．． ix

圖目錄　　．．．．．．．．．．．．．．．．．．．．． x　
第一章　　緒論．．．．．．．．．．．．．．．．．．． 1
　　第一節　　研究動機與目的．．．．．．．．．．．． 1
　　第二節　　研究問題．．．．．．．．．．．．．．． 4
第二章　　文獻探討．．．．．．．．．．．．．．．．． 6
　　第一節　　工作績效．．．．．．．．．．．．．．． 6
　　第二節　　知覺組織支持．．．．．．．．．．．．． 9
　　第三節　　組織公民行為．．．．．．．．．．．．． 14
　　第四節　　信任．．．．．．．．．．．．．．．．． 17
　　第五節　　工作壓力．．．．．．．．．．．．．．． 21
第三章　　研究方法．．．．．．．．．．．．．．．．． 25
　　第一節　　研究架構．．．．．．．．．．．．．．． 25
　　第二節　　研究假設．．．．．．．．．．．．．．． 26
　　第三節　　研究對象與抽樣．．．．．．．．．．．． 26
　　第四節　　研究工具．．．．．．．．．．．．．．． 28
　　第五節　　資料處理與統計方法．．．．．．．．．． 30
第四章　　統計分析與結果．．．．．．．．．．．．．． 33
　　第一節　　樣本資料特性．．．．．．．．．．．．． 33
　　第二節　　描述性統計．．．．．．．．．．．．．． 35
　　第三節　　信效度分析．．．．．．．．．．．．．． 36
　　第四節　　差異分析．．．．．．．．．．．．．．． 44
　　第五節　　相關分析．．．．．．．．．．．．．．． 46
　　第六節　　整體模式衡量．．．．．．．．．．．．． 47
　　第七節　　迴歸分析與假設驗證．．．．．．．．．． 54
第五章　　結論與建議．．．．．．．．．．．．．．．． 59
　　第一節　　結論．．．．．．．．．．．．．．．．． 59
　　第二節　　理論與管理意涵．．．．．．．．．．．． 61
　　第三節　　研究限制與未來建議．．．．．．．．．． 63
參考文獻　　．．．．．．．．．．．．．．．．．．．． 65
附錄A　　第一階段問卷．．．．．．．．．．．．．．． 83
附錄B　　第二階段問卷．．．．．．．．．．．．．．． 90
附錄C　　第三階段問卷．．．．．．．．．．．．．．． 94

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韓志翔，江旭新，楊敦程(2009)，高承諾人力資源管理、知覺組織支持、信任與知識分享之關係探討：跨層次分析，管理評論，28(1)，25-44。

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