組織權威主義對組織正義知覺形成與後續態度的干擾效果之研究_

:::

詳目顯示

第 1 筆 / 總合 1 筆

/1頁

論文基本資料
摘要
外文摘要
參考文獻

題名：	組織權威主義對組織正義知覺形成與後續態度的干擾效果之研究
作者：	林晏瑜
作者(外文)：	Yen-Yu Lin
校院名稱：	雲林科技大學
系所名稱：	管理研究所博士班
指導教授：	許碧芬
學位類別：	博士
出版日期：	2006
主題關鍵詞：	組織公民行為；權力；組織正義；組織權威主義；主管滿意度；組織滿意度；satisfaction toward supervisor；satisfaction toward organization；power；organizational citizenship behavior；organizational justice；organizational authoritarianism
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(0) 博士論文(1) 專書(0) 專書論文(0) 排除自我引用:0 共同引用:0 點閱:36

長久以來的研究結果顯示公平知覺是影響員工工作態度或行為的重要因素之一，Greenberg於1990年對公平議題進一步整合出完整的「組織正義(organizational justice)」理論架構，也引發一連串的後續研究。逐漸地，此一領域的研究潮流開始由前因後果關聯性之探討轉向干擾因素之探討，過去關於干擾因素的研究結果不斷顯示出「權力」和「組織正義」之間密不可分的關係，然而這些研究多集中於探討「權力距離」的干擾效果。本研究認為單以「權力距離」來代表個體對於「權力」的看法，顯得過於侷限。因此，本研究根據「權力」之相關文獻，提出一個複合性變項概念「組織權威主義」，用以反應組織中員工對於「權力」的各項觀點，其中包含「接受權威」、「追求權力」、「相信權威」、「畏懼權威」等四構面，並驗證其干擾效果。
本研究採用實驗設計方式，透過不同的組織正義情境之操控進行分組施測，驗證在不公平情境下，個體是否會因「組織權威主義」的干擾而對組織正義知覺的形成以及後續的工作態度產生不同變化。在收集了449名護理人員為樣本資料後，經過各項檢定與分析，本研究獲得幾項主要結論：
1.不管是「組織正義知覺」形成階段或後續反應階段，「接受權威」和「追求權力」兩個構面都會有顯著的干擾效果產生，而「相信權威」和「畏懼權威」則僅有極少的效果產生。
2.在後續反應階段中，「接受權威」和「追求權力」構面僅對「組織公民行為」產生干擾，對「滿意度」則未產生干擾作用。
3.「接受權威」和「追求權力」兩構面所產生的干擾效果呈現相反情況，「接受權威」具有弱化作用，「追求權力」則有強化作用。
最後，本研究除了根據研究結論提供理論和實務上的意涵外，也針對本研究在「通則化(generalization)」和「共同方法變異(common method variance)」的限制以及未來研究方向提出說明。

以文找文

The perception of fairness has been an important element in influencing employees’ work-related attitude and behavior. Some studies started to discuss the cause-effect relationships and the moderators about organizational justice issue, while Greenberg integrated various theories into a complete framework of “organizational justice” theory. A great amount of the studies had showed a significant relationship between “power” and “organizational justice”, but these studies focused on the power distance only. In order to overcome the limitation, this research initiated a complex construct of “organizational authoritarianism”, including four dimensions: power-accepting, power-pursuing, power-trusting and power-fearing, and then examined its moderate effect on organizational justice.
This study adopted experimental design to verify the moderate effect of organizational authoritarianism in the forming of organizational justice perception, and in the relationships between organizational justice perception and employees’ outcomes, including organizational citizenship behavior, satisfaction toward organization and supervisor. 449 valid samples were collected from nursing participants, and the results were as follows:
1.Power-accepting and power-pursuing exhibited a significantly moderate effect in both forming stage and consequence stage of organization justice perception.
2.In the consequence stage, the moderate effect of power-accepting and power-pursuing occurred between organizational justice and organizational citizenship behavior, but not between organizational justice and satisfaction toward organization and supervisor.
3.Power-accepting weakened the forming of organizational justice perception and the relationship between organizational justice perception and organizational citizenship behavior. Power-pursuing displayed opposite moderate effect that strengthened the forming of organizational justice perception and the relationship between organizational justice perception and organizational citizenship behavior.
In conclusion, this study not only provides theoretical and practical implementations, but also illustrates the limitation and further suggestions of this research.

以文找文

1.Robbins, S. P., 2001，組織行為，李青芬、李雅婷、趙募芬編譯，華泰文化事業公司，台北。
2.文崇一，1972，”從價值取向談中國國民性”，李亦園、楊國樞編，中國人的性格，1994年版，桂冠圖書公司，台北。 new window

3.朱永新，1992，”論中國人的戀權情結”，楊國樞、余安邦編，中國人的心理與行為—理念與方法篇，桂冠圖書公司，台北。 new window

4.林欽榮，2002，組織行為，揚智文化事業股份有限公司，台北。
5.林淑姬、樊景立、吳靜吉、司徒達賢，1994，”薪酬公正、程序公正與組織承諾、組織公民行為關係之研究”，管理評論，13卷，2期，頁87-108。 new window

6.黃光國，1988，儒家思想與東亞現代化，巨流圖書公司，台北。 new window

7.黃光國，1994，”專文討論：中國人的權力運作”，Jonh P. Kotter原著，陳菡英譯，權力與影響力，遠流出版社，台北。
8.陳順宇，2000，迴歸分析，華泰書局，台北。
9.張春興，1989，張氏心理學辭典，東華書局，台北。
10.張春興，1991，現代心理學，東華書局，台北。
11.張瑞當、徐漢祥、倪豐裕，2001，”公平性認知對組織成員工作滿意度與組織承諾影響之實證研究”，中山管理評論，9卷，1期，頁135-163。 new window

12.張善楠，2000，轉變中的華人價值觀—教育、政治與社會結構之互動，商鼎文化出版社，台北。
13.楊國樞，1992，”中國人的社會取向：社會互動的觀點”，楊國樞、余安邦編，中國人的心理與行為—理念與方法篇，桂冠圖書公司，台北。 new window

14.楊國樞、文崇一、吳聰賢、李亦園，1994，社會及行為科學研究法，東華書局，台北。 new window

15.楊國樞、余安邦、葉明華，1989，”中國人的個人傳統性與現代性：概念與測量”，楊國樞、黃光國編，中國人的心理與行為，桂冠圖書公司，台北。 new window

16.鄭伯壎、樊景立，2001，”初探華人社會的社會取向：台灣與大陸之比較研究”，中華心理學刊，43卷，2期，頁207-221。 new window

17.Adams, J. S., 1965, “Inequity in social exchange”, in L. Berkowitz(ed.), Advances in Social Psychology, Academic Press, New York
18.Adams,J.S.,＆Rosenbaum, W. B., 1962, “The relationship of worker productivity to cognitive dissonance about wage inequities”, Journal of Applied Psychology, vol.69, pp.19-25.
19.Adorno, T. W., Frankel-Brunswik, E., Levinson J. D., & Sanford R. N., 1950, The Authoritarian Personality, Harper, New York.
20.Alexander, S. & M. Ruderman, 1987, “The role of procedural and distributive justice in organizational behavior”, Social Justice Research, vol.1, pp. 177-198.
21.Altermeyer, B., 1981, Right-Wing Authoritarianism, University of Manitoba Press, Winnipeg.
22.Altermeyer, B., 1988, Enemies of Freedom: Understanding Right-wing Authoritarianism, Jossey-Bass, San Francisco.
23.Begley, T. M., C. Lee, Y. Fang & Jian-feng Li, 2002, “Power distance as a moderator of the relationship between justice and employee outcomes in a sample of Chinese employees”, Journal of Managerial Psychology, vol.17, no.7, pp.692-711.
24. Beugre, Constant Dogo, 1996, Analyzing the effects of perceived fairness on organizational commitment and workplace aggression, dissertation, Rensselaer Polytechnic Institute, New York.
25.Bies, R. J. & J. S. Moag, 1986, “Interactional justice: communication criteria of fairness”, in Lewicki, R. J., B. H. Sheppard & M. H. Bazerman (eds.), Research in Negotiations in Organizations, JAI Press, Greenwich, CT.
26.Bies, R. J., & D. L. Shapiro, 1988, “Voice and justification: Their influence on procedural fairness judgments”, Academy of Management Journal, vol.31, pp.676-685.
27.Bond, M. H. & K. K. Huang, 1986, “The social psychology of Chinese people”, in M. H. Bond (ed.), The Psychology of the Chinese People, Oxford Universuty Press, Hong Kong.
28.Christie, R., J. Havel & B. Seidenberg, 1958, “Is the F scale irreversible?”, Journal of Abnormal and Social Psychology, vol.56, pp.143-159.
29.Christie, R., 1991, “Authoritarianism and related constructs”, in Robison, Shaver & Wrightsman (eds.), Measures of Personality and Social Psychological Attitudes, Academic Press, San Diego.
30.Churchill, G. A., 1979, “A paradigm for developing better measures of marketing constructs”, Journal of Marketing Research, vol.16, no.1, pp.64.
31.Dailey, R. C., & D. J. Kirk, 1992, “Distributive and procedural justice as antecedent of job dissatisfaction and intent to turnover”, Human Relations, vol.45, no.3, pp.305-17.
32.Dorfman, P. W. & J. P. Howell, 1988, “Dimensions of national culture and effective leadership patterns: Hofstede revisited”, Advances in International Comparative Management, vol.3, pp.127-150.
33.Dye, T. R., 1993, Power and Society : An Introduction to the Social Sciences, 6th ed, Wadsworth, Belmont, Calif.
34.Farh, Jiing-Lin, P. C. Earley & Shu-Chi Lin, 1997, “Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society”, Administrative Science Quarterly, vol.42, no.3, pp.421-444.
35.Folger, R., 1986, “Rethinking equity theory: A referent cognitions model”, in H.W. Bierthoff, R. L. Cohen, & J. Greenberg(eds.), Justice in Social Relation, Plenum, New York.
36.Folger, R., & M. A. Konovsky, 1989, “Effects of procedural and distributive Justice on reactions to pay raise decisions”, Academy of Management Journal, vol.32, no.1, pp.115-130.
37.Folger, R., 1977, “Distributive and procedural justice: Combined impact of “voice” and improvement on experienced inequity”, Journal of Personality and Social Psychology, vol.35, pp.108-119.
38.Folger, R. & R. Cropanzano, 1998, Organizational Justice and Human Resource Management, SAGE Publication, Inc., Thousand Oaks.
39.French, J. R. P. Jr. & B. Raven, 1959, “The base of social power”, in D. Cartwright (ed.), Studies in Social Power, Institute for Social Research, Ann Arbor: University of Michigan.
40.Goodman, P. S., & Friedman, A., 1971, “An examination of Adams’ theory of inequity”, Administrative Science Quarterly, vol.16, pp.271-288.
41.Greenberg, J., 1982, “Approaching equity and avoiding inequity in groups and organizations”, in J. Greenberg & R. L. Cohen (eds.), Equity and Justice in Social Behavior, Academic Press, New York.
42.Greenberg, J., 1986, “Determinants of perceived fairness of performance evaluations”, Journal of Applied Psychology, vol.71, pp.340-342.
43.Greenberg, J., 1987, “A taxonomy of organizational justice theories”, Academy of Management, vol.12, no.1, pp.9-22.
44.Greenberg, J., 1990, “Organizational justice: Yesterday, today, and tomorrow”, Journal of Management, vol.16, no.2, pp.399-432.
45.Greenberg, J. & R. Folger, 1983, “Procedural justice, participation, and the fair process effect in groups and organizations”, in P. B. Paulus (ed), Basic Group Processes, Springer-Verlag, New York.
46.Hair, J. F., R. E. Anderson & W. C. Black, 1998, Multivariate Data Analysis, Prentice Hall, New Jersey.
47.Hofstede, G., 1980, Culture’s Consequences: International Differences in Work-Related Attitudes, Sage, Beverly Hills, CA.
48.Hofstede, G. & Bond M. H., 1984, “National cultures in four dimensions: A research-based theory of cultural differences among nations”, International Studies of Management & Organization, vol.13, no.1, pp.46-74.
49.Homans, G. C., 1961, Social Behavior: Its Elementary Forms, Hartcourt, Brace & World, New York.
50.Kim, W. C. & R. A. Mauborgne, 1996, “Procedural justice and managers'' in-role and extra-role behavior: The case of the multinational”, Management Science, vol. 42, no.4, pp.499-515.
51.Kohn, P.M., 1972, “ The Authoritarianism-Rebellion scale: A balanced F scale with left-wing reversals”, Sociometry, vol.35, pp.176-189.
52.Lam, S. S. K., J. Schaubroeck & S. Aryee, 2002, “Relationship between organizational justice and employee work outcomes: A cross-national study”, Journal of Organizational Behavior, vol.23, no.1, pp.1-18.
53.Lee, R. E. & P. B. Warr, 1969, “The development and standardization of balanced F scale”, Journal of General Psychology, vol.81, pp.109-129.
54.Lee, C., M. Pillutla & K. S. Law, 2000, “Power-distance, gender and organizational justice”, Journal of Management, vol.26, no.4, pp.685-704.
55.Leung, K. &, Wai-kwan Li, 1990, “Psychological mechanisms of process-control effects”, Journal of Applied Psychology, vol.75, no.6, pp.613-620.
56.Leventhal, G.. S., 1980, “What should be done with equity theory? New approaches to the study of fairness in social relationships”, in K. Gergen., M. Greenberg & R. Willis(eds), Social Exchange: Advances in Theory and Research, Plenum Press, New York.
57.Leventhal, G. S., 1976, “Fairness in social relationships”, in J. W. Thibaut, J. T. Spence, & R. C. Carson(eds.), Contemporary Topics in Social Psychology, General Learning Press, Morristown, NJ.
58.Lind, E. A. & T. R. Tyler, 1988, The Social Psychology of Procedural Justice, Plenum, New York.
59.Martin, J., 1981, “Relative deprivation: A theory of distributive injustice for an era of shrinking resources”, in L. L. Cummings & B. M. Staw (eds), Research in Organizational behavior, JAI Press, Greenwich, CT.
60.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, vol.43, no.4, pp.738-748.
61.May, R., 1977, Power and Innocence, Norton, New York.
62.McCelland, D. C., 1961, The Achieving Society, Van Nostrand Reinhold, New York.
63.McFarlin, D. B., & P. D. Sweeney, 1992, “Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes”, Academy of Management Journal, vol.35, no.3, pp.626-637.
64.Meloen, J. D. & C. P. Middendorp, 1988, “Authoritarianism in the Netherlands: Ideology, personality or subculture”, paper presented at the 11th annual meeting of the International Meetings of the Society of Political Psychology.
65.Mikula, G., B. Petrik, & N. Tanzer, 1990, “What people regard as unjust: Types and structures of everyday experiences of injustice”, European Journal of Social Psychology, vol.20, pp.133-149.
66.Mills, C. W., 1956, The Power Elite, Oxford University Press, New York.
67.Moore, B., 1978, Injustice: The Social Bases of Obedience and Revolt, M.E. Sharpe, White Plains, New York.
68.Moorman, R. H., 1991, “Relationships between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?”, Journal of Applied Psychology, vol.76, pp.845-855.
69.Mossholder, K. W., Bennett, N. & Martin, C. L., 1998, “A multilevel analysis of procedural justice context”, Journal of Organizational Behavior, vol.19, no.2, pp.131-141.
70.Niehoff, B. P. & R. H. Moorman, 1993, “Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior”, Academy of Management Journal, vol.36, no.3, pp.527-556.
71.Okun, A. M., 1975, Equality and Efficiency: The Big Tradeoff, The Brookings Institution, Washington, DC.
72.Pfeffer, J. & A. Davis-Blake, 1992, “Salary dispersion, location in the salary distribution, and turnover among college administrators”, Industrial and Labor Relations Review, vol.45, pp.753-763.
73.Pfeffer, J. & Langton, N., 1993, “The Effects of wage dispersion on satisfaction, productivity, and working collaboratively: Evidence from college and university faculty”, Administrative Science Quarterly, vol.38, pp.382-407
74.Podsakoff, P. M. & D. W. Organ, 1986, “Self-reports in organizational research: Problems and prospects”, Journal of Management, vol. 12, no.4, pp.531-544.
75.Ray, J. J., 1971, “An ‘attitude to authority’ scale”, Australian Psychologist, vol.6, pp.31-50.
76.Rawls, L., 1971, A Theory of Justice, Cambridge, Harvard University Press, MA.
77.Reich, W., 1946, The Msaa Psycology of Fascism, Orgone Press, New York.
78.Rokeach, M. T., 1960, The Open and Closed Mind, Basic Books, New York.
79.Ronen, S., 1986, “Equity perception in multiple comparisons: A field study”, Human Relations, vol.39, pp.333-346.
80.Schwarzwald, J., M. Koslowsky & B. Shalit, 1992, “A field study of employees’ attitudes and behaviors after promotion decisions”, Journal of Applied Psychology, vol.77, pp.511-514.
81.Sheppard, B. H. & R. J. Lewicki, 1987, “Toward general principles of managerial fairness”, Social Justice Research, vol.1, pp.161-176.
82.Sheppard, B. H., R. J. Lewicki & J. W. Minton, 1992, Organizational Justice: The Search for Fairness in the Workplace, Lexington Books, New York.
83.Singelis, T. M., Triandis H. C., Bhawuk D. P. S. & Gelfand M. J., 1995, “Horizontal and vertical dimensions of individualism and collectivism: A theoretical and measurement refinement”, Cross-Cultural Research, vol.29, no.3, pp.240-275.
84.Skarlicki, D. P. & Latham, G. P., 1996, “Increasing citizenship behavior within a labor union: a test of organizational justice theory”, Journal of Applied Psychology, vol.81, no.2, pp.161-169. new window

85.Steers, R. M. & D. Braunstein, 1976. “A behaviorally based measure of manifest needs in work settings”, Journal of Vocational Behavior, vol. 9, pp.254.
86.Sweenwy, P. D., & D. B. McFarlin, 1997, “Process and outcome: Gender differences in the assessment of justice”, Journal of Orgenizational Behavior, vol.18, pp.83-98.
87.Thibaut, J., & L. Walker, 1975, Procedural Justice: A Psychological Analysis, Hillsdale, NJ: Lawrence Erlbaum Associates.
88.Tyler, T. R., 1989, “The psychology of procedural justice: A test of the group-value model”, Journal of Personality and Social Psychology, vol.57, pp.830-838. new window

89.Tyler, T. & A. Caine, 1981, “The role of distributive and procedural fairness in the endorsement of formal leaders”, Journal of Personality and Social Psychology, vol.41, pp.643-655.
90.Tyler, T., K. Rasinski & N. Spodick, 1985, “The influence of voice on satisfaction with leaders: Exploring the meaning of process control, Journal of Personality and Social Psychology, vol.48, pp.72-81.
91.Tyler, T. & R. J. Bies, 1989, “Beyond formal procedures: The interpersonal context of procedural justice, in J. Carroll (ed), Advances in Applied Social Psychology: Business Settings, Lawrance Erlbaum Associates, NJ.
92.Wagner, J. A., 1995, “Studies of individualism-collectivism: effects on cooperation in groups, Academy of Management Journal, vol.38, pp.152-172.
Walster, E., G. W. Walster & E. Berscheid, 1978, Equity: theory and research, Allyn and Bacon, Boston.

推文
推薦
引用網址
引用嵌入語法
轉寄

top

:::

相關期刊
相關論文
相關專書
相關著作
熱門點閱

1.	國小資優生道德認知對新冠疫情病患態度之現況與其關聯：以對新冠疫情之情緒為調節變項
2.	華人陽／陰默認文化與社會工作規則倫理實踐之困境
3.	臺灣差異化教學研究之文獻分析
4.	國小品格教育成效之探討
5.	警察處理妨害善良風俗違序案件之研究
6.	國小普通班藝術教育治療團體中之人際學習初探
7.	大學生身體意象、醫美態度與醫美行為相關之研究--以臺中市四所大學為例
8.	故事媽媽生涯轉換歷程之探究
9.	虛擬實境技術應用於傳統師徒制技能學習之影響
10.	國軍心輔人員角色壓力對輔導自我效能之影響：職業倦怠之中介效果
11.	求職者觀點下的臺灣家族企業組織形態
12.	觀察四國科技教育作法探討臺灣將STEM做為科技教育教學策略之研究--以美國、新加坡、芬蘭及德國為參照
13.	高雄市鳳山國民運動中心參與動機對心流體驗之研究
14.	適應體育在臺灣學術期刊研究內容分析
15.	2019年世界競技體操錦標賽男子團體決賽臺灣與奪牌國家表現之優劣勢比較分析

1.	公務人員組織認定與關係認定契合之影響：路徑、後果及調節效果
2.	府際治理與協作關係之探討~以2017臺北世界大學運動會國際學術研討會為例
3.	教師參與藝術教育治療培訓之經驗—以廣達藝術教育治療種子教師培訓為例
4.	華人文化脈絡的幼兒園長課程領導之探究
5.	華人生命觀與孝順行為之相關研究：重構儒家文化之親子關係
6.	臉書社會比較之幸福感研究--自戀傾向為調節變項
7.	家庭效能信念之運作歷程及其影響
8.	臺灣現代夫妻在夫妻諮商前後親密關係與衝突解決之分析研究
9.	成人子女作為家庭主要照顧者轉化歷程的後形式思維之研究
10.	香港社會運動的跨媒體議題設定之研究--以2014年雨傘運動為例
11.	習近平時期對東協區域軍事外交之研究-以現實建構主義觀點
12.	高齡女性社團領導經驗及心理資本之探究
13.	國民中學教師自我調節學習、驚輸、工作投入與組織公民行為關係之研究-以工作投入為中介變項
14.	創造性探究教學模組對高中社團學生科學探究能力、科學創造力與科學學習動機之影響
15.	大專校院學生瑜珈課程目標認知與休閒運動態度之研究

1.	支離破碎的團結：戰後臺灣煉油廠與糖廠的勞工
2.	中文閱讀策略研究：以《文心雕龍》「文術論」為理論視域
3.	臺灣民眾的媒體選擇與統獨立場
4.	東亞儒家人文精神
5.	血緣性縱貫軸：解開帝制．重建儒學
6.	人權防衛論：刑事政策新思潮
7.	家庭與家人關係
8.	環境正義之實踐
9.	消費文化與空間結構：理論與應用
10.	中山華僑政策與臺灣國際宣傳之研究
11.	社會工作倫理
12.	當代儒學之自我轉化
13.	校長正向領導：理念、研究與實踐
14.	中國歷史戰爭科學研析
15.	魏晉名士的友誼觀 : 友情與友道研究

無相關著作

無相關點閱

QR Code

臺灣人文及社會科學引文索引資料庫系統

詳目顯示

臺灣人文及社會科學引文索引資料庫