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題名：變革管理：程序正義對工作結果變項之探討
書刊名：人力資源管理學報
作者：黃正雄／徐婉瑤
作者(外文)：Huang, Cheng-shung／Shi, Wu-yao
出版日期：2009
卷期：9:2
頁次：頁1-17
主題關鍵詞：程序正義；變革抗拒；工作滿意；工作績效；Procedural justice；Resistance to change；Job satisfaction；Job performance
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(2) 博士論文(1) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:2
  • 共同引用共同引用:27
  • 點閱點閱:118
對於不公不義的決策過程，即使沒有損及個人利益，員工也會感到憤怒與不愉快；至目前爲止，關於企業變革此特定情境下，員工的企業變革知覺和正義知覺對員工的工作結果變項（如變革抗拒行爲與工作績效）間之關連性，仍所知不多，過去的變革領域研究並未對員工態度、變革抗拒行爲和工作績效三層面做整合，以進行變革效能的研究。本研究以結構方程式分析213筆的三方配對資料，研究結果顯示：在變革的特定情境下，程序正義是變革抗拒行爲的預測因子；而變革抗拒行爲比工作滿足感是對員工個人工作績效更重要的預測因子；程序正義並未與任務績效有直接連結，是透過工作滿足與抗拒變革行爲而與任務績效產生連結，研究意涵如後。
With respect to unfair process that has been made in an organization, employees feel irritated about it even though their interests are not deteriorated. To date, little research has investigated the relationships between change process, perceived procedural justice, and work outcomes, especially in the change circumstance. Previous change studies lacked research focus on the exploration of the relationships of employee attitude, resistance to change, and job performance. This study collected 213 triadic data effective in our structural equation analysis. Results indicate that procedural justice is predictive of resistance to change; second, procedural justice is not significantly related to job performance. Third, resistance to change is much weighted than work satisfaction in predicting job performance. The implications of research are discussed therefore.
期刊論文
1.Schminke, M.、Ambrose, M. L.、Cropanzano, R. S.(2000)。The effect of organizational structure on perceptions of procedural fairness。Journal of Applied Psychology，85(2)，294-304。  new window
2.廖國鋒、范淼、吳振昌(20021200)。預期組織變革不確定感對員工工作反應影響之實證研究。臺大管理論叢，13(1)，227-256。new window  延伸查詢new window
3.Arthur, J. B.(199406)。Effects of Human Resource System on Manufacturing Performance and Turnover。Academy od Management Journal，37(3)，670-687。  new window
4.Gilliland, Stephen W.(1993)。The Perceived Fairness of Selection Systems: An Organizational Justice Perspective。Academy of Management Review，18(4)，694-734。  new window
5.Coch, L.、French, J. R. P.(1948)。Overcoming resistance to change。Human Relations，1，512-532。  new window
6.Colquitt, J. A.、Conlon, D. E.、Wesson, M. J.、Porter, C. O. L. H.、Ng, K. L.(2001)。Justice at the millennium: A meta-anaiytic review of 25 years of organizational justice research。Journal of Applied Psychology，86(3)，425-445。  new window
7.Mathieu, J. E.、Farr, J. L.(1991)。Further Evidence for the Discriminant Validity of Measures of Organizational Commitment, Job Involvement, and Job Satisfaction。Journal of Applied Psychology，76(1)，127-133。  new window
8.Dailey, Robert C.、Kirk, Delaney J.(1992)。Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover。Human Relations，45(3)，305-317。  new window
9.廖國鋒、范淼、王湧水(20020600)。從個體觀點探討組織成員因應組織變革之研究。管理學報，19(3)，451-474。new window  延伸查詢new window
10.Herold, D. M.、Fedor, D. B.、Caldwell, S. D.(2007)。Beyond change management: A multilevel investigation of contextual and personal influences on employees’ commitment to change。Journal of Applied Psychology，92，942-951。  new window
11.Greenberg, Jerald(1990)。Employee Theft as a Reaction to Underpayment Inequity: The Hidden Cost of Pay Cuts。Journal of Applied Psychology，75(5)，561-568。  new window
12.Niehoff, B. P.、Moorman, R. H.(1993)。Justice as a mediator of the relationship between methods of monitoring and organization citizenship behavior。Academy of Management Journal，36(3)，527-556。  new window
13.Kim, W. Chan、Mauborgne, Renee A.(1997)。Fair Process: Managing in the Knowledge Economy。Harvard Business Review，75(4)，65-75。  new window
14.Lind, E. A.、van den Bos, K.(2002)。When fairness works: Toward a general theory of uncertainty management。Research in Organizational Behavior，24，181-223。  new window
15.Alexander, S.、Ruderman, M.(1987)。The Role of Procedural and Distributive Justice in Organizational Behavior。Social Justice Research，1(2)，177-198。  new window
16.Konovsky, Mary A.、Cropanzano, Russell(1991)。Perceived Fairness of Employee Drug Testing as a Predictor of Employee Attitudes and Job Performance。Journal of Applied Psychology，76(5)，698-707。  new window
17.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。  new window
18.Anderson, James C.、Gerbing, David W.(1988)。Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach。Psychological Bulletin，103(3)，411-423。  new window
19.Oreg, S.(2003)。Resistance to change: Developing an individual differences measure。Journal of Applied Psychology，88(4)，680-692。  new window
20.吳萬益、林文寶(20010400)。不同規模企業在經營環境、組織運作、企業變革策略與績效關係之研究。交大管理學報，21(1)，49-80。new window  延伸查詢new window
21.黃正雄(20060900)。購併後變革活動、組織正義與員工態度。人力資源管理學報，6(3)，1-21。new window  延伸查詢new window
22.Moorman, Robert H.(1991)。Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?。Journal of Applied Psychology，76(6)，845-855。  new window
23.Mitchell, Terence R.、Holtom, Brooks C.、Lee, Thomas W.、Sablynski, Chris J.、Erez, Miriam(2001)。Why people stay: using job embeddedness to predict voluntary turnover。Academy of Management Journal，44(6)，1102-1121。  new window
24.Williams, Larry J.、Hazer, John T.(1986)。Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods。Journal of Applied Psychology，71(2)，219-231。  new window
25.Kernan, M. C.、Hanges, P. J.(2002)。Survivor reactions to reorganization: antecedents and consequences of procedural, interpersonal, and informational justice。Journal of Applied Psychology，87(5)，916-928。  new window
26.Kappelman, L.、Prybutok, V.(1995)。Empowerment, motivation, training, and TQM program implementation success。Industrial Management，37(3)，12-15。  new window
27.繆敏志、張火燦(2002)。組織變革策略對經理人工作壓力影響之研究。中山管理評論，10(4)，683-706。new window  延伸查詢new window
28.Armenakis, A. A.、Mossholder, K. W.、Harris, S. G.(1990)。Diagnostic bias in organizational consultation。Omega: The International Journal of Management Science，18(3)，563-572。  new window
29.Brockner, J.(2006)。Why it’s so hard to be fair。Harvard Business Review，84(3)，122-129。  new window
30.Caldwell, D.、Herold, M.、Fedor, B.(2004)。Toward an understanding of the relationships among organizational change, individual difference, and changes in person-environment fit: A cross-level study。Journal of Applied Psychology，89(5)，868-882。  new window
31.Clay-Warner, J.、Hegtvedt, K. A.、Roman, P.(2005)。Procedural justice, distributive justice: How experiences with downsizing condition their impact on organizational commitment。Social Psychology Quarterly，68(1)，89-102。  new window
32.Daly, J. P.、Geyer, P. D.(1995)。Procedural fairness and organizational commitment under conditions of growth and decline。Social Justice Research，8(2)，137-151。  new window
33.Deery, S. J.、Iverson, R. D.、Walsh, J. T.(2006)。Toward a better understanding of psychological contract breach: A study of customer service employees。Journal of Applied Psychology，91(1)，166-175。  new window
34.Folger, R.(1977)。Distributive and procedural justice: Combined impact of voice and improvement of experienced inequity。Journal of Personality and Social Psychology，35(2)，108-119。  new window
35.Greenberg, J.、Tyler, T. R.(1987)。Why procedural justice in organizations。Social Justice Research，1(2)，127-142。  new window
36.McFarlin, D. B.、Sweeney, P. D.(1992)。Distributive and procedure justice as predictors of satisfaction with persona! and organizational outcomes。Academy of Management Journal，35(3)，626-637。  new window
37.Nadler, D. A.、Tushman, M. L.(1989)。Organizational framebending: Principle for managing reorientation。Academy of Management Executive，3(3)，194-202。  new window
38.Schappe, S. P.(1996)。Bridging the gap between knowledge and positive employee attitudes: Procedural justice as keystone。Group and Organization Management，21(3)，337-364。  new window
學位論文
1.劉信寬(2004)。組織承諾、國際化知覺、個人特徵對組織變革態度之研究。大葉大學。  延伸查詢new window
圖書
1.Keeley, M.(1988)。Social Contract Theory of Organizations。Notre Dame, IN：University of Notre Dame Press。  new window
2.Greenberg, J.(1996)。The Quest for Justice on the Job: Essays and Experiments。Thousand Oaks, California：Sage Publications。  new window
3.Folger, Robert G.、Cropanzano, Russell(1998)。Organizational Justice and Human Resource Management。Sage。  new window
4.Robbins, Stephen P.(2003)。Organizational behavior: Concepts, controversies, applications。Prentice-Hall, Inc.。  new window
5.Sheppard, Blair H.、Lewicki, Roy J.、Minton, John W.(1992)。Organizational justice: The search for fairness in the workplace。New York：Lexington Books。  new window
6.Lawler, Edward E. III(1990)。Strategic pay: Aligning organizational strategies and pay systems。San Francisco, CA：Jossey-Bass。  new window
7.Lind, E. A.、Tyler, T. R.(1988)。The Social Psychology of Procedural Justice。Plenum Press。  new window
8.Thibaut, John W.、Walker, Laurens(1975)。Procedural Justice: A Psychological Analysis。Lawrence Erlbaum Associates。  new window
9.Lewin, Kurt、Cartwright, Dorwin(1951)。Field theory in social science: Selected theoretical papers。Harper & Row。  new window
10.Konovsky, M. A.、Brockner, J.(1993)。Managing victim and survivor reactions to layoffs。Justice in the work place: Approaching fairness in human resource management \\ R. Cropanzano (ed.)。Hillsdale, NJ。  new window
11.Lawler, E. E., III.(1986)。High4nvolvement management。San Francisco。  new window
12.Brown, R.、Harvey, D.(2006)。An experiential approach to organization development。New Jersey。  new window
13.Folger, R.、Lewis, D.(1993)。Self-appraisal and fairness in evaluations。Justice in the workplace: Approaching fairness in human resource management \\ R. Cropanzano (ed.)。Hillsdale, NJ。  new window
14.Greenberg, J.、Folger, R.(1983)。Procedural justice, participation, and the fair process effect in groups and organizations。Basic group processes \\ P. B. Paulus (ed.)。New York。  new window
15.Heneman, R. L.(1990)。Merit pay research。Research in personnel and human resources management \\ G. R. Ferris ; K. M. Rowland (eds.)。Greenwich, CT。  new window
16.Porras, J. I.(1987)。Stream analysis: A powerful new way to diagnose and manage organizational change。Reading, MA。  new window
17.Tyler, T. R.、Bies, R. J.(1990)。Beyond formal procedures: The interpersonal context of procedural justice。Applied social psychology and organizational settings \\ J. S. Carroll (ed.)。Hillsdale, NJ。  new window
圖書論文
1.Cropanzano, R.、Greenberg, J.(1997)。Progress in organizational justice: Tunneling through the maze。International Review of Industrial and Organizational Psychology。John Wiley。  new window
2.Folger, R.(1986)。Rethinking Equity Theory: A Referent Cognitions Model。Justice in Social Relations。New York, NY：Plenum。  new window
3.Leventhal, Gerald S.(1976)。The Distribution of Rewards and Resources in Groups and Organizations。Advances in Experimental Social Psychology。Academic Press。  new window
4.Leventhal, Gerald S.(1980)。What Should Be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationships。Social Exchange: Advances in Theory and Research。Plenum Press。  new window
5.Greenberg, J.、McCarty, C. L.(1990)。Comparable worth: A matter of justice。Research in personnel and human resources management。  new window
 
 
 
 
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