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題名:科技大學教師組織公平知覺對組織公民行為影響之研究-以職場友誼、工作活力為中介變項
作者:趙國斌
作者(外文):Kuo-Pin Chao
校院名稱:國立臺南大學
系所名稱:教育學系教育經營與管理碩博士班
指導教授:丁學勤
學位類別:博士
出版日期:2015
主題關鍵詞:組織公平組織公民行為職場友誼工作活力organizational justiceorganizational citizenship behaviorworkplace friendshipswork vigor
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摘 要
教師組織公民行為是教師自發性、無條件幫助組織其他成員的利他行為,其對於學校發展的重要性,在於營造積極、正向的組織氣氛,並促進教師的人際親和、組織支持、工作投入,進而創造高於預期的組織效率與效能。在學校運作中,過去研究已證實組織公平對組織公民行為有著重要的影響,然而在目前的教育場域中發現,職場友誼及工作活力可以影響教師的工作知覺、工作態度與工作行為,研究者認為在探討組織公平對組織公民行為的影響歷程時,宜將職場友誼及工作活力二個變項一併納入考慮。因此,本研究提出職場友誼、工作活力兩個中介變數,作為組織公平為何會影響教師組織公民行為的解釋機制。
本研究以科技大學教師為研究對象,採用配額抽樣方式,抽取630名教師進行問卷調查,共回收有效問卷538份,回收資料利用線性結構關係模式(LISREL)進行驗證性因素分析以確定變數衡量的信效度後,接著進行路徑分析以驗證組織公平、職場友誼、工作活力對教師組織公民行為的直接效果,並驗證組織公平經由職場友誼與工作活力影響教師組織公民行為的間接效果。本研究主要發現為:
一、組織公平、職場友誼、工作活力會正向影響大學教師的組織公民行為。
二、組織公平會正向影響大學教師職場友誼、工作活力。
三、組織公平會透過職場友誼、工作活力影響大學教師組織公民行為。
最後,依據研究結果,提出結論與理論意涵,並對實務以及未來研究提出建議。
關鍵詞:組織公平、組織公民行為、職場友誼、工作活力
ABSTRACT
Teachers’ organizational citizenship behavior is defined as teachers’ self-generated, unconditional support to the members of the organization. As regards the organizational development of a school, it is focused on the development of a framework to facilitate and develop a positive and vigorous organizational atmosphere. It also helps teachers’ interpersonal relationships, promotes organizational support and job involvement, and helps higher than expected organizational efficiency and efficacy. Past studies have demonstrated that organizational justice can have a significant impact on organizational citizenship behavior in the setting of school operations. However, current education field finds that workplace friendships and work vigor can affect teachers' work perception, work attitude and work behavior. Hence, the researcher think that when exploring the influence of organizational justice on organizational citizenship behavior the two variables, workplace friendships and work vigor, should both be taken into account. Therefore, this study proposes utilizing two mediating variables, namely, workplace friendships and work vigor as a mechanism to explain why organizations justice would affect organizational citizenship behavior.
This study was based on teachers of the university of science and technology, this paper drew a total of 630 teachers through the quota sampling, and 538 valid questionnaires were recovered. This study adopted LISREL to test the reliability and validity of the questionnaires using the confirmatory. Moreover, the path analysis was used to test the direct impact of organizational justice, workplace friendships, work vigor on teachers' organizational citizenship behavior, and the indirect impact of workplace friendships and work vigor as mediators. The major findings of the study are summarized as follows:
a) Organizational justice, workplace friendships, and work vigor could have a positive effect on teachers' organizational citizenship behavior.
b) Organization justice could have a positive effect on workplace friendships, work vigor on teachers.
c) Through workplace friendships and work vigor, organizational justice could have an indirect influence on the teachers' organizational citizenship behavior.
Finally, according to the findings, the suggestions for the future research are provided at end of the thesis.
Keywords: organizational justice, organizational citizenship behavior, workplace friendships, work vigor
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