跳到主要內容

臺灣博碩士論文加值系統

(54.145.12.28) 您好!臺灣時間:2024/03/29 23:34
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:鍾仁皓
研究生(外文):Ren-Hao Chung
論文名稱:組織公平、團隊成員交換關係與組織公民行為三者間之關聯性
論文名稱(外文):Associations among Organizational Justices, Team-Member Exchange and Organizational Citizenship Behaviors
指導教授:陳儀蓉陳儀蓉引用關係
指導教授(外文):Yi-Jung Chen
口試委員:黃培文黃瓊慧鄔蜀芳
口試委員(外文):Pei-Wen HuangChiung-Hui HuangSu-Fang Wu
口試日期:2014-06-19
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:64
中文關鍵詞:組織公平團隊成員交換關係組織公民行為
外文關鍵詞:Organizational JusticesTMXOCB
相關次數:
  • 被引用被引用:1
  • 點閱點閱:1109
  • 評分評分:
  • 下載下載:43
  • 收藏至我的研究室書目清單書目收藏:0
本研究主要係在探討組織公平、團隊成員交換關係與組織公民行為之關聯性,並探討團隊成員交換關係在組織公平與組織公民行為關係中的中介角色。
本研究以企業之主管與部屬為研究對象,採用配對取樣的問卷調查法,有效問卷共245份,有效問卷回收率為87.50%。本研究發現:
1、組織公平與組織公民行為具有正向的關聯性;2、組織公平與團隊成員交換關係具有正向的關聯性;3、團隊成員交換關係與組織公民行為具有正向的關聯性;4、在組織公平與組織公民行為之間的關聯性上,團隊成員交換關係具有中介效果。本文最後針對未來研究與實務應用給予建議。

This study aimed to discuss the relationships among Organizational justices, Team-member Exchange and organizational citizenship behaviors, and examined the mediating effect of Team-member exchange. Based on the questionnaires collected from managers and employees, this study obtained 245 valid dyadic samples, and the response rate was 87.50%. This study found that:
1. Organizational justices were positively related to Organizational citizenship behaviors (OCB).
2. Organizational justices were positively related to Team-member Exchange.
3. Team-member Exchange was positively related to Organizational citizenship behaviors.
4. Team-member Exchange mediated the relationship between Organizational justices and Organizational citizenship behaviors.
The article concluded with implications for future research and practical application.

第一章 緒論 ------------------------------------------------------------------------------------1
第二章 文獻探討
第一節 社會交換理論 ------------------------------------------------------------------4
第二節 組織公平 ------------------------------------------------------------------------6
第三節 團隊成員交換關係 ------------------------------------------------------------9
第四節 組織公民行為 -----------------------------------------------------------------11
第五節 假設推導 -----------------------------------------------------------------------14
第六節 研究架構圖 --------------------------------------------------------------------21
第三章 研究方法
第一節 研究樣本與程序 --------------------------------------------------------------22
第二節 研究變項衡量 -----------------------------------------------------------------23
第三節 資料處理與統計方法 --------------------------------------------------------24
第四章 研究結果
第一節 描述性統計分析 --------------------------------------------------------------28
第二節 信度分析 -----------------------------------------------------------------------31
第三節 差異性分析 --------------------------------------------------------------------34
第四節 相關分析 ----------------------------------------------------------------------- 35
第五節 迴歸分析 ----------------------------------------------------------------------- 37
第六節 研究假設之驗證結果 -------------------------------------------------------- 43
第五章 研究結論
第一節 研究結論 ----------------------------------------------------------------------45
第二節 研究限制與對後續研究之建議 -------------------------------------------47
第三節 理論與實務之意涵 -----------------------------------------------------------49
參考文獻
中文文獻 -----------------------------------------------------------------------------------52
西文文獻 -----------------------------------------------------------------------------------55

一、中文文獻
1.王淑貞(1998)。新進人員角色期望對其工作行為之影響- 並檢驗與主管交換關係及與同事關係之干擾效果,碩士論文,國立中央大學人力資源管理學研究所,桃園縣。
2.王雅璇(2012)。互動公正對組織公民行為之影響?以成就動機為調節變項。碩士論文,國立高雄應用科技大學人力資源發展所,高雄市。
3.吳清山、林天祐(2010)。教育e辭書(第二版)。臺北:高等教育。
4.呂容萱(2006)。組織社會化、團隊-成員交換關係品質與工作態度之關係研究─以知覺組織支持為調節變項。碩士論文,國立中正大學勞工所,嘉義縣。
5.宋校年(2011)。國中籃球教練知覺組織公平與組織公民行為關係之研究。長榮運動休閒學刊,5,55-65。
6.巫俊隆(2007)。倫理氣候認知、組織公平與組織公民行為關係之探討-以組織認同為中介變數。碩士論文,國立東華大學高階經營管理碩士在職專班,花蓮縣。
7.李琇玲、羅啓峰(2009)。組織公平知覺對個人-環境契合度影響之研究-探討家族企業之干擾作用。商學學報,17,61-82。
8.周筱茜(2012)。組織公平、職場友誼對工作績效之影響-以面板業為例。南華大學企業管理系管理科學碩博士班,嘉義縣。
9.林書豪使朋友與對手都變得更好【社論】(民101年2月2日)。聯合報,A2版
10.林鉦棽(1996)。組織公正、信任、組織公民行為之研究︰社會交換理論之觀點。管理科學學報,13(3),391-415。
11.林鉦棽(2003)。以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較。人力資源管理學報夏季號,3(2),93-113。
12.林鉦棽(2005)。組織公民行為之跨層次分析:層級線性模式的應用。管理學報,22(4),503-524。
13.施智婷、林鉦棽(2012)。領導成員交換關係、心理契約滿足與組織公民行為理論模型驗證:資源配置與社會資本觀點。管理學報,29(1),6-21。
14.翁良杰、賴薏筑與李怡靜(2010)。「過猶不及之失:主管與部屬間交換關係與服務導向組織公民行為間曲線關係之研究」,人力資源管理學報,10(1),29-52。
15.張友中(2010)。家長式領導與學校組織公平對國小教師體育工作投入影響之研究。碩士論文,國立臺東大學體育學系,台東縣。
16.張瓊玲(2009)。改進公務人員考績制度的議題探討:公平原則觀點。文官制度季刊,1(2),171-197。
17.黃奇棟(2010)。任務相依性與組織公民行為:團隊成員交換的中介作用。人類工效學,16(3),45-48。
18.黃品全(2003)。顧客接觸人員與上司、同事關係對賦能及服務工作之影響-社會交換的觀點。管理評論,22(4),57-80。
19.詹雅雯(2007)。服務創新對事件行銷價值提升之研究。碩士論文,國立高雄第一科技大學國際管理所,高雄市。
20.廖國鋒、范淼、許世卿(2001)。組織結構特性對組織公正與組織公民行為關係影響之研究。中華管理學報,2(2),43-58。
21.歐陽彥慧、鄭駿豪(2011)。以多層次模型探討知覺組織正義對組織公民行為之跨層次效果--以保險從業人員為例。全球商業經營管理學報,3,53-65。
22.蔡建樑(2003)。個人人格特質對組織公正認知與組織公民行為關係影響之研究。碩士論文,國立東華大學,花蓮縣。
23.鄭仁偉、廖瓊瑤(2000)。台灣地區文化中心員工組織公民行為模型之研究,交大管理評論,20(2),79-112。
24.鄭仁偉、黎士群(2001)。組織公平、信任與知識分享行為之關係性研究。 人力資源管理學報,1(2),69-93。
25.鄭呈皇(2004)。熱情。商業週刊,882,106。
26.鄭燿男(2004)。國民中小學教師的組織公民行為之影響模式。師大學報,報:教育類,49(1)43-46。
27.鄭燿男(2006)。公立國民中小學教師之組織公平與行為表現知覺-組織公平之新構面探索。台北:華騰。
28.顏昌華、林英顏、黃文平、鄧秀玉(2011)。組織公平、工作安全感與職場 友誼關係之研究─正職勞工與派遣勞工之探討。人力資源管理學報,11(2),47-70。

二、英文文獻
1.Abu Elanain, H.,M. (2010). Testing the direct and indirect relationship between organizational justice and work outcomes in a non-western context of the UAE. The Journal of Management Development, 29(1), 5-27
2.Adams, J. S. (1965). Inequity in Social Exchange. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology, 2, 267-299. New York: Academic Press.
3.Alotaibi, A. G. (2001). Antecedents of organizational citizenship behavior: A study of public personnel in Kuwait. Public Personnel Management, 30(3), 363-375.
4.Ambrose, M. L., & Schminke, M. (2009). The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology, 94(2), 491-500.
5.Banks, G. C., Batchelor, J. H., Seers, A., O'Boyle, E. H., Pollack, J. M., & Gower, K. (2014). What does team-member exchange bring to the party? A meta-analytic review of team and leader social exchange. Journal Of Organizational Behavior, 35(2), 273-295.
6.Baron, R. M. & Kenny, D. A. (1986), The Moderator- Mediator Variable Distinction in Social Psychological Research: Conceptual,Strategic and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
7.Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee citizenship. Academy of Management Journal, 26(4), 587-595.
8.Berkowitz, L.(1972). Social norms, feelings, and other factors affecting helping and altruism. Advances in experimental social psychology, 6, 63-108.
9.Bettencourt, L.A., Gwinner, K.P., & Meuter, M. L. (2001). A comparison of attitude, personality, and knowledge predictors of service-oriented organizational citizenship behaviors. Journal of Applied Psychology, 86(1), 29-41.
10.Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. Research on negotiation in organizations, 1(1), 43-55.
11.Blau, P. (1964). Exchange and power social life. New York: Wiley.
12.Brown, G., Bemmels, B., & Barclay, L. J. (2010). The importance of policy in perceptions of organizational justice. Human Relations, 63(10), 1587-1609.
13.Chen, H. (2010). The relationships of organizational justice, social exchange, psychological contract, and expatriate adjustment: An example of taiwanese business expatriates. The International Journal of Human Resource Management, 21(7), 1090-1107.
14.Choi, S. (2011). Organizational justice and employee work attitudes: The federal case. American Review of Public Administration, 41(2), 185-204.
15.Cho, J., & Dansereau, F. (2010). Are transformational leaders fair? A multi-level study of transformational leadership, justice perceptions, and organizational citizenship behaviors. Leadership Quarterly, 21(3), 409-421.
16.Cho, J., & Treadway, D. C. (2011). Organizational identification and perceived organizational support as mediators of the procedural justice-citizenship behaviour relationship: A cross-cultural constructive replication. European Journal of Work and Organizational Psychology, 20(5), 631-653.
17.Cojuharenco, I., Patient, D., & Bashshur, M. R. (2011). Seeing the "forest" or the "trees" of organizational justice: Effects of temporal perspective on employee concerns about unfair treatment at work. Organizational Behavior and Human Decision Processes, 116(1), 17-31.
18.Cojuharenco, I., & Patient, D. (2013). Workplace fairness versus unfairness: Examining the differential salience of facets of organizational justice. Journal of Occupational and Organizational Psychology, 86(3), 371-393.
19.Coleman, J. S. (1988). Social capital in the creation of human capital. Supplement to American. Journal of Sociology, 94, 95-120
20.Colquitt, J. A., Wesson, M. J., Porter, C. H., Conlon, D. E., & K. Yee, N. (2001). Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research. Journal Of Applied Psychology, 86(3), 425-445.
21.Cropanzano, R., Prehar, C. A., & Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organizational Management, 27, 324–351.
22.Colquitt, J. A., C. P. Zapata-Phelan & Roberson, Q. M. (2005). Justice in teams: A review of fairness effects in collective contexts. Research in Personnel and Human Resource Management, 3 (24), 53-94.
23.Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297-334.
24.Cropanzano, R. & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900.
25.Crosby, F. (1976). A model of egoistical relative deprivation. Psychological Review, 83, 85-113.
26.Dansereau, F., Cashman, J. & Graen, G. B. (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.
27.Dayan, M., & Benedetto, A. D. (2008). Procedural and Interactional Justice Perceptions and Teamwork Quality. Journal of Business & Industrial Marketing, 23(8), 566-576.
28.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, 137–149.
29.Devonish, D., & Greenidge, D. (2010). The effect of organizational justice on contextual performance, counterproductive work behaviors, and task performance: Investigating the moderating role of ability-based emotional intelligence. International Journal of Selection and Assessment, 18(1), 75-86.
30.Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader-member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
31.Fadel, K. J., & Durcikova, A. (2014). If it's fair, I'll share: The effect of perceived knowledge validation justice on contributions to an organizational knowledge repository. Information & Management, 51(5), 511-519.
32.Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society. Administrative Science Quarterly, 42, 421-444.
33.Farahani, M. H., & Mirzaie, M. (2014). Recognizing the employees' perception of organizational justice (distributive and procedural) and employee readiness for organizational change and their possible relationship. Kuwait Chapter of the Arabian Journal of Business and Management Review, 3(10), 209-226.
34.Feather, N. T., & Rauter, K. A. (2004). Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values. Journal of Occupational and Organizational Psychology, 77, 81-94.
35.Foa, U.G. & Foa, E.B. (1974). Societal structures of the mind. Springfield, IL: Charles C. Thomas.
36.Folger, R. (1984). Perceived injustice, referent cognitions, and concept of comparison level. Representative Research in Social Psychology, 14, 88-108.
37.Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115-130.
38.Frazier, M. L., Johnson, P. D., Gavin, M., Gooty, J., & Snow, D. B. (2010). Organizational justice, trustworthiness, and trust: A multifoci examination. Group & Organization Management, 35(1), 39-76.
39.Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2013). The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda. Human Resource Management Review, 23(4), 341-353.
40.Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: Employee reactions to high potential identification. Human Resource Management Journal, 24(2), 159-175.
41.George, J. M.(1992). The role of personality in organizational life: Issues and evidence. Journal of Management, 18(2), 185-213.
42.Ghosh, P., Rai, A., & Sinha, A. (2014). Organizational justice and employee engagement. Personnel Review, 43(4), 628-652.
43.Gouldner, A. W.(1960).The Norm of Reciprocity: A Preliminary Statement. American Sociological Review, 25(2),161-178.
44.Graen, G., & Cashman, J. F. (1975). A role-making model of leadership in formal organizations: A developmental approach. Leadership frontiers.
45.Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in organizational behavior, 9, 175-208.
46.Graham, J.M., (1991). An essay ob organizational citizenship behavior. Employee Responsibilities and rights Journal, 4(4), 249-270.
47.Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
48.Greenberg, J.(1990). Organizational justice : Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432.
49.Hillebrandt, A., & Barclay, L. J. (2013). Integrating organizational justice and affect: New insights, challenges, and opportunities. Social Justice Research, 26(4), 513-531.
50.Hogan, J., Hogan, R., & Busch, C.M. (1984). How to measure service orientation. Journal of Applied Psychology, 69(1), 167-173.
51.Homans, G. C. (1958). Social behavior as exchange, The American Journal of Sociology,63(6), 597-606.
52.Jehn, K. A., & Mannix, E. A. (1998). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238-251.
53.Jiang, J. Y., & Law, K. S. (2013). Two parallel mechanisms of the relationship between justice perceptions and employees' citizenship behaviour: A comparison of the organizational identification and social exchange perspective. European Journal of Work and Organizational Psychology, 22(4), 423-435.
54.Johnson, R. E., Selenta, C. & Lord, R. G.,(2006). When organizational justice and the self-concept meet:Consequences for the organization and its members. Organizational Behavior and Human Decision Processes, 99(2), 175-201.
55.Jordan, M. H., Field, H. S., & Armenakis, A. A. (2002). The relationship of group process variables and team performance: A team-level analysis in a field setting. Small Group Research, 33, 121–150.
56.Kamdar, D., McAllister, D. J., & Turban, D. B. (2006). All in a Day’s Work. How Follower Individual Differences and Justice Perceptions Predict OCB Role Definitions and Behavior. Journal of Applied Psychology, 91(4), 841-855.
57.Kamdar, D., & Van Dyne, L. (2007). The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance. Journal of applied psychology, 92(5), 1286.
58.Kankanhalli, A., Tan, B. C. Y., & Kwok-Kee, W. (2005). Contributing knowledge to electronic knowledge repositories: an empirical investigation. MIS Quarterly, 29(1), 113-143.
59.Karriker, J. H., & Williams, M. L. (2009). Organizational justice and organizational citizenship behavior: A mediated multi-foci model. Journal of Management, 35(1), 112-135.
60.Katz, D., & Kahn, R. L. (1978). The Social Psychology of Organizations (2nd ed.). New York, NY: Wiley.
61.Keup, L., Bruning, N. S., & Seers, A. (2004). Member, Leaders and the team: Extending leader-member exchange to co-worker relationships. Paper presented at the Administrative Sciences Association of Canada, Quebec.
62.Kim, W. C. & Mauborgne R. (2005). Blue Ocean Strategy:How to Create Uncontested Market Space and Make the Competition Irrelevant. United States of America:Harvard Business School Publishing Corporation.
63.Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37, 656-669.
64.Kreitner, R., & Kinicki, A. (2001). Organizational behavior. 5th ed. Boston, MA: McGraw-Hill.
65.Kruger, L. J., Bernstein, G., & Botman, H. (1995). The relationship between team friendships and burnout among residential counselors. The Journal of social psychology, 135(2), 191-201.
66.Kulik, C.T., & Ambrose, M.L. (1992). Personal and situational determinants of referent choice. Academy of Management Review, 17(2), 212-237.
67.Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23(3), 451-465
68.Lind, E. A., & Tyler, T. R. (1988). The social psychology of procedural justice. New York: Plenum.
69.Love, M. S., & Forret, M. (2008). Exchange Relationships at Work: An Examination of the Relationship Between Team-Member Exchange and Supervisor Reports of Organizational Citizenship Behavior. Journal of Leadership and Organization Studies, 14(4), 342–352.
70.Mason, C. M., & Griffin, M. A. (2003). Group task satisfaction: The group’s shared attitudes to its task and work environment. Group & Organization Management, 30(6), 625-652.
71.Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738–748.
72.Mehta, A. (2009). Examine the role of personal, social exchange, and contextual fit variables in employee work outcomes under continuous change: A field investigation. Unpublished Doctorial Dissertation, Auburn University, Alabama, U.S.
73.Michael Sandel(2009, September 4)。Justice: What's The Right Thing To Do? Episode 07: "A LESSON IN LYING" [Video file]. Retrieved from http://www.youtube.com/watch?v=KqzW0eHzDSQ
74.Michael Sandel(2009, September 8)。Justice: What's The Right Thing To Do? Episode 08: "WHATS A FAIR START?" [Video file]. Retrieved from http://www.youtube.com/watch?v=VcL66zx_6No
75.Molm, L. D. (1997). Coercive power in social exchange. Cambridge, UK: Cambridge University Press.
76.Moorman, R. H., Blakely, G. L., & Niehoff, B. P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior?. Academy of Management Journal, 41(3), 351–357.
77.Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. Academy of Management the Academy of Management Review, 23(2), 242-266.
78.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, 527-556.
79.Nunnally, J.C., (1978). Psychometric Theory, New York: McGraw-Hill.
80.Organ, D. W., (1988). Organizational citizenship behavior: the good solider syndrome. Lexington: Lexington Books.
81.Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2005). Organizational citizenship behavior: Its nature, antecedent, and consequences. Thousand Oak, CA: Sage.
82.Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2006). Organizational citizenship behavior: Its nature, antecedents and consequences. Beverly Hills, CA: Sage.
83.Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal, 49, 327–340.
84.Rawls, John (1971). A Theory of Justice. Cambridge: Harvard University Press.
85.Robbins, S. P. (1998). Organization theory: Structure design, and application. San Diego, CA: Prentice Hall.
86.Robbins, S. P. (2001). Organizational Behavior (9th ed.). Upper Saddle River, NJ: Prentice Hall.
87.Seers, A. (1989). Team-member exchange quality: A new construct for role-making research. Organizational Behavior and Human Decision Processes, 43, 118-135
88.Seers, A., Petty, M. M., & Cashman, J. F., (1995). Team member exchange under team and traditional management: a naturally occurring quasi-experiment. Group & Organization Management, 20(1), 18-38.
89.Shah, S. A., Waqas, M. & Saleem, R. (2012). Organizational justice and job satisfaction: The mediating role of trust in supervisor. International Journal of Human Sciences, 9(1), 672-721.
90.Skarlicki, D. P., & Latham, G. P. (1996). Increasing citizenship behavior within a labor union: A test of organizational justice theory. Journal of Apploed psychology, 81, 161-169.
91.Smith, C.A., Organ, D.W. & Near, J.P. (1983). Organizational citizenship behavior: it’s nature and antecedents. The Journal of Psychology, 68(4), 653-663.
92.Swailes, S. (2013). Troubling some assumption: A response to "the role of perceived organizational justice in shaping the outcomes of talent management: A research agenda". Human Resource Management Review, 23(4), 354-356.
93.Tansky, J. W. (1993). Justice and organizational citizenship behavior : What is the relationship?. Employee Responsibilities and Rights Journal, 6(3), 295-207.
94.Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Erlbaum.
95.Tremblay, M., Cloutier, J., Simard, G., Chénevert, D., & Vandenberghe, C. (2010). The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance. The International Journal of Human Resource Management, 21(3), 405-433.
96.Van Dyne, L., Graham, J. W. & Dienesch, R. M. (1994), Organizational citizenship behavior: Construct refinement, measurement, and validation. Academy of Management Journal, 37, 765–802.
97.Van Maanen, J. & Schein, E. H. (1979). Toward of Theory of Organizational Socialization. Research in Organizational Behavior, 1, 209-264.
98.Walumbwa, F. O., Cropanzano, R., & Hartnell, C. A. (2009). Organizational justice, voluntary learning behavior, and job performance: A test of the mediating effects of identification and leader-member exchange. Journal of Organizational Behavior, 30(8), 1103-1126.
99.Wang, X., Liao, J., Xia, D., & Chang, T. (2010). The impact of organizational justice on work performance: Mediating effects of organizational commitment and leader-member exchange. International Journal of Manpower, 31(6), 660-677.
100.Wayne, S. J. & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study. Journal of Applied Psychology, 75(5), 487-499.
101.Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.
102.Wech, B. A. (2005). Team-member exchange and trust contexts: Effects on individual level outcome variables beyond the influence of leader-member exchange. Unpublished Doctorial Dissertation, Louisiana State University, Louisiana, U.S.
103.Werbel, J. D., & Johnson, D. J. (2001). The use of person-group fit for employment selection: A missing link in person-environment fit. Human Resource Management, 40(3), 227-240.
104.Williams, L.J., & Anderson, S.E. (1991). Job satisfaction and Organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601-617.
105.Wortzel, R. (1979). Multivariate analysis. New Jersey: Prentice Hall.
106.Xiao-Ping, C., Lam, S. K., Naumann, S. E., & Schaubroeck, J. (2005). Group Citizenship Behaviour: Conceptualization and Preliminary Tests of its Antecedents and Consequences. Management & Organization Review, 1(2), 273-300.

QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 組織公平與組織公民行為關係之研究--以苗栗縣國民小學為例
2. 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
3. 組織公平與組織公民行為關係之研究:以金融業為例
4. 探討組織公平、內部行銷、心理契約、專業承諾對組織公民行為關聯性之研究-以嘉義市警察局為例
5. 組織公平、信任與組織公民行為之研究-以財政部高雄市國稅局為對象
6. 高級職業學校校長領導型態對教師組織公民行為與學校組織績效影響之研究
7. 國民小學教師知覺的組織公平、工作滿意與組織公民行為的關係:以關係需求為干擾變項
8. 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
9. 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
10. 轉型領導與組織公民行為:組織公平與領導者部屬交換之中介效果
11. 屏東縣國小教師的組織公平知覺與組織公民行為之關係:以專業承諾為中介之衡量
12. 大學校院體育行政組織公民行為影響因素模式之研究
13. 組織公平、組織政治知覺與組織公民行為關係之研究-台電公司員工之觀點
14. 誘因系統滿意程度對承諾變項及組織公民行為影響之研究~以高屏地區汽車修護廠為例
15. 人格特質、組織公平與組織承諾對組織公民行為影響之研究-以北縣國小教師為例
 
1. 5. 宋校年(2011)。國中籃球教練知覺組織公平與組織公民行為關係之研究。長榮運動休閒學刊,5,55-65。
2. 5. 宋校年(2011)。國中籃球教練知覺組織公平與組織公民行為關係之研究。長榮運動休閒學刊,5,55-65。
3. 10. 林鉦棽(1996)。組織公正、信任、組織公民行為之研究︰社會交換理論之觀點。管理科學學報,13(3),391-415。
4. 10. 林鉦棽(1996)。組織公正、信任、組織公民行為之研究︰社會交換理論之觀點。管理科學學報,13(3),391-415。
5. 11. 林鉦棽(2003)。以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較。人力資源管理學報夏季號,3(2),93-113。
6. 11. 林鉦棽(2003)。以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較。人力資源管理學報夏季號,3(2),93-113。
7. 13. 施智婷、林鉦棽(2012)。領導成員交換關係、心理契約滿足與組織公民行為理論模型驗證:資源配置與社會資本觀點。管理學報,29(1),6-21。
8. 13. 施智婷、林鉦棽(2012)。領導成員交換關係、心理契約滿足與組織公民行為理論模型驗證:資源配置與社會資本觀點。管理學報,29(1),6-21。
9. 16. 張瓊玲(2009)。改進公務人員考績制度的議題探討:公平原則觀點。文官制度季刊,1(2),171-197。
10. 16. 張瓊玲(2009)。改進公務人員考績制度的議題探討:公平原則觀點。文官制度季刊,1(2),171-197。
11. 18. 黃品全(2003)。顧客接觸人員與上司、同事關係對賦能及服務工作之影響-社會交換的觀點。管理評論,22(4),57-80。
12. 18. 黃品全(2003)。顧客接觸人員與上司、同事關係對賦能及服務工作之影響-社會交換的觀點。管理評論,22(4),57-80。
13. 20. 廖國鋒、范淼、許世卿(2001)。組織結構特性對組織公正與組織公民行為關係影響之研究。中華管理學報,2(2),43-58。
14. 20. 廖國鋒、范淼、許世卿(2001)。組織結構特性對組織公正與組織公民行為關係影響之研究。中華管理學報,2(2),43-58。
15. 21. 歐陽彥慧、鄭駿豪(2011)。以多層次模型探討知覺組織正義對組織公民行為之跨層次效果--以保險從業人員為例。全球商業經營管理學報,3,53-65。
 
1. 成就動機對組織公民行為的影響─以領導者與部屬交換關係和團隊成員交換關係為調節效果
2. 真誠領導、組織公民行為與員工生產力的研究-以隱性心理資本為中介作用和團隊成員交換關係為干擾變數
3. 銷售人員情緒勞務對工作績效之影響-性別與團隊成員交換關係之調節效果
4. 轉換型領導對男女員工組織公民行為影響性的比較
5. 團隊成員交換關係對工作績效之影響─挑戰式壓力與成就動機之調節效果
6. 領導成員交換關係、團隊成員交換關係、心理賦能與任務績效關聯性之研究─以某自行車公司為例
7. 轉換型領導與不當督導對組織公民行為之影響 -以性別為調節變項
8. 社工員情緒勞務對工作績效的影響-成就動機與團隊成員交換關係的調節效果
9. 成就動機對組織公民行為之影響--轉換型領導與團隊成員交換關係之調節效果
10. 差序式領導與職場偏差行為關係之研究:LMX與TMX之中介效果
11. 情緒勞務對組織公民行為之影響─主管與部屬交換及團隊成員交換的調節效果
12. 團隊成員交換關係與工作敬業關係之研究
13. 工作壓力、工作倦怠、職家衝突、團隊成員交換關係的關係探討
14. 管理才能對工作投入的影響:以領導-部屬交換關係及團隊-成員交換關係為中介-科技業員工為例
15. 正向情感對工作績效的影響-以不當督導及轉換型領導為調節效果