臺灣博碩士論文加值系統

本研究旨在探討組織公平對員工組織認同、組織承諾及離職傾向之影響。以臺北市某公立醫院現職員工為研究對象，採便利抽樣方式回收有效問卷462份紙本結構式問卷。
研究結果發現不同年齡、婚姻狀況、職位、職務類別、年資與教育程度員工之組織公平知覺、組織承諾、組織認同及離職傾向具有差異性。組織公平對組織承諾及組織認同有正向影響，組織公平、組織承諾及組織認同對離職傾向有負向影響。而在組織公平與離職傾向之關係中，組織承諾及組織認同具有中介效果。
經由研究發現作成結論，並針對其管理意涵提出建議，提供醫療機構管理參考。

The present study is aimed at exploring the relationships among organizational justice, organizational commitment, organizational identification and turnover intention. The methodology applied in this study is through questionnaires, and the samples are derived from 462 staff in a public hospital in Taipei.
The results of the research are as follows: There were significant differences in organizational commitment, organizational identification and turnover intention among the staff’s different age, marital status, position, job category, seniority and education. Employee organizational justice was significantly positive corrected with organizational commitment and organizational identification. Employee organizational justice, organizational commitment, and organizational identification were significantly negative corrected with turnover intention. Organizational commitment and organizational identification exhibited a mediating effect between organizational justice and turnover intention.
Implications of these results are discussed and suggestions for hospital counseling practice and future research are also given.

謝　詞 I
中文摘要 II
英文摘要 III
第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的 3
第三節　研究流程 4
第二章　文獻探討 7
第一節　組織公平 7
第二節　組織承諾 12
第三節　組織認同 20
第四節　離職傾向 24
第五節　組織公平、組織承諾、組織認同與離職傾向之關係 29
第三章　研究設計 33
第一節　研究架構 33
第二節　研究假說 34
第三節　變數定義與衡量工具 34
第四節　問卷設計 37
第五節　問卷預試 40
第六節　研究對象與抽樣方法 41
第七節　資料處理與分析方法 42
第四章　研究結果 45
第一節　樣本特性分析 45
第二節　信度與效度分析 47
第三節　變數之敘述性統計分析 55
第四節　人口統計變項在各研究變項之差異分析 60
第五節　相關分析 74
第六節　假說驗證 75
第五章　結論與建議 83
第一節　研究結果與討論 83
第二節　管理意涵 85
第三節　研究限制 87
第四節　未來研究建議 88
參考文獻 91
附錄一　問卷 105
著作權聲明 109

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