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題名:以跨層次模型探討職涯使命感與組織公平氛圍對公部門員工個人工作行為之影響
作者:洪淑姿
作者(外文):Hung, Shu-Tzu
校院名稱:國立臺北大學
系所名稱:企業管理學系
指導教授:陳宥杉
陳心懿
學位類別:博士
出版日期:2019
主題關鍵詞:職涯使命感組織公平氛圍組織認同組織工具性工作行為表現跨層次分析career callingorganizational justice climateorganizational identificationorganizational instrumentalitywork behaviorcross-level analysis
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本研究旨在探討個人層次的職涯使命感與組織層次的組織公平氛圍對公部門員工個人工作行為表現的影響,並加入組織認同作為中介變項,再分別檢視職涯使命感與組織認同間,以及組織認同與工作行為表現間,組織公平氛圍是否造成跨層次之中介或調節作用。探討之個人層次變項包括:職涯使命感、組織認同、組織工具性及個人工作行為,組織層次變項為組織公平氛圍,利用多層次研究之階層線性模型(HLM)進行分析,研究對象為服務於我國各級政府行政機關之公務人員,採問卷調查法施測,並將問卷分為主管他評(要求主管針對指定之員工評量其工作行為表現)與員工自評二種問卷,共發放45個政府機關,1185份員工問卷及145份配對主管問卷,回收38個機關,930份員工問卷及111份主管問卷,最終之有效問卷658份,回收率為 55.53%。
經SPSS、AMOS及HLM檢測本研究之假說模型後發現,在個人層次方面,職涯使命感對個人工作行為有顯著影響之假說未獲支持,但職涯使命感會正向影響組織認同,且組織工具性會部分中介前二者之正向關係;在跨層次方面,組織認同會完全中介組織公平氛圍與個人工作行為間之正向關係。
本研究以公部門環境為基礎進行職涯使命感、組織公平氛圍與工作行為間的跨層次實證研究,有助於釐清過往研究中職涯使命感與組織認同間關係之研究結果不一致的現象,及檢視不同地域及行業之理論模型類推性,提供未來跨層次統合分析的資料參考。
This multilevel study aimed to explore the impact of career calling (personal-level) and justice climate (organization-level) on the performance of personal work behaviors of public sector employees. 658 subordinates and 111 superintendents from 38 Taiwan government agencies are surveyed. After measuring the data using SPSS, SEM and HLM, the results showed that the assumption of career calling having a significant impact on individual work behavior is not supported, but career calling was positively related to organizational identification, and their relationship was partially mediated by organizational instrumentality. Additionally, organizational identification will completely mediate the positive relationship between organizational justice climate and personal work behavior. This study contributed to clarify the in-consistency between the research results of the relationship between career calling and organizational identification in past researches, and provide reference for future cross-level integration analysis on the relation of calling and personal behavior.
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