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題名:公部門組織信任與組織公民行為關係之研究
作者:許道然 引用關係
校院名稱:國立政治大學
系所名稱:公共行政學系
指導教授:孫本初
學位類別:博士
出版日期:2001
主題關鍵詞:信任組織信任組織公民行為社會交換理論心理契約逢迎
原始連結:連回原系統網址new window
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  • 被引用次數被引用次數:期刊(33) 博士論文(12) 專書(0) 專書論文(1)
  • 排除自我引用排除自我引用:33
  • 共同引用共同引用:0
  • 點閱點閱:63
本研究旨在探討組織信任和組織公民行為之間的關係。所謂組織信任乃組織成員對其主管和服務機關所抱持的一種認知和信念系統。它包括組織成員對主管工作能力的評價、對主管之行為舉止是否可靠或前後一致的認知,以及對組織中成員互動是否真誠、可靠的瞭解。至於組織公民行為則為組織成員自發性的一種對組織長期績效有益的利社會行為,這種行為除與組織的正式規範無關外,也不受組織中獎懲機制的約束。根據國內外零星的研究,組織信任和組織公民行為之間確有正相關存在。惟多數之實證調查均係以私部門為對象,甚少及於政府機關。且使用之量表亦以私部門之運作現況為基礎編製而成,因此無法完全顯現公部門組織運作的實況。
本研究在整理和歸納國內外理論性和實證性文獻之後,除分別對組織信任和組織公民行為提出整合性及分析性的概念架構外,並進一
步編製公部門組織公民行為量表。最後並以此新編量表作為測量工具
,檢驗我國行政院所屬一級部會非主管級公務員在組織信任和組織公民行為之間的關連性。在經由因素分析之後,組織信任得到「主管信任」和「機構信任」兩個因素,組織公民行為則得到「敬業」、「樂群」、「守分」、「忠誠」和「熱心」五個因素。而研究的結果則發現,組織信任和組織公民行為有顯著之中度正相關。另在組織信任各構面和組織公民行為各構面之間的關聯性分析方面,則發現除「機構信任」和「敬業」兩者為極弱度正相關,且缺乏顯著性外,其他變項之間都能達到顯著的正相關。
此外,本研究亦探討七項人口變項(性別、年齡、教育程度、官等、擔任公職年資、在服務機關任職年資和薪資水準)和組織信任以及組織公民行為之間的關連性,結果發現此七項人口變項在整體組織信任和組織公民行為的表現上,均無顯著性差異存在。
最後,本研究並根據研究發現提出討論,並分別從組織信任和組織公民行為兩個面向探討研究結果對公部門管理的涵義。同時,並從理論模式、研究方法和研究主題三方面提供後續研究之建議。
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