從正義知覺與關係品質的觀點探討領導者權力對員工工作投入影響之實證研究_

:::

詳目顯示

第 1 筆 / 總合 1 筆

/1頁

來源文獻資料
摘要
外文摘要
引文資料

題名：	從正義知覺與關係品質的觀點探討領導者權力對員工工作投入影響之實證研究
書刊名：	人力資源管理學報
作者：	廖國鋒／吳華春
作者(外文)：	Liaw, Gou-fong／Wu, Hua-chuen
出版日期：	2003
卷期：	3:2
頁次：	頁1-25
主題關鍵詞：	領導者權力；正義知覺；關係品質；工作投入；Power of leaders；Perceived justice；Relationship quality；Job involvement
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(7) 博士論文(2) 專書(0) 專書論文(0) 排除自我引用:6 共同引用:44 點閱:75

本研究主要的目的在探討領導者的權力透過正義知覺以及關係品質之中介角色，對員工工作投入所產生的影響效果。同時藉由廣泛的回顧與整合過去相關理論文獻，做為本研究的理論依據以及觀念性架構推論之基礎。權力及其影響過程之研究，在組織研究領域長期受到歡迎，而且持續引發研究者的注意。因此，有關領導者的權力運作及其影響結果，實值得吾人深入瞭解。近年來，組織正義的議題亦頗受學界重視，實際上在領導者與成員之間關係發展差異化（內團體／外團體）的LMX理論已經浮現組織正義的問題。本文試圖從全貌性的觀點，討論過去學者鮮少研究的課題，期望某些存在的模糊關係能夠獲得適度釐清。尤其是有關非經濟性權力基礎與分配正義之間的關聯性，過去理論一直存在研究缺口，經過本研究的分析歸納，期能在觀念上得到些許啟發，補充過去文獻之不足，並提供後續相關領域研究參考。研究結果發現：1.非經濟性權力基礎與分配正義存在顯著正向關係，亦即當領導者擁有專家權、合法權及參考權的程度越高，越會得到重視分配結果之部屬的認同。2.忠誠對工作投入的影響為負向關係，但不具顯著水準。3.領導者所擁有的非經濟性權力也會因為程序正義以及情感受重視程度的差異，對部屬的工作投入產生不同的影響，此一結論再度強化本研究架構的合理性。因此，身為領導者應該正視程序正義以及情感扮演的關鍵角色，落實分配的程序公平性，建立人際互動網絡機制，促使部屬能夠經由認同進而全力投入自己的工作，期能有效發揮加乘效果，加速達成組織追求的目標。

以文找文

The purpose of this paper is to explore the effect of the power of leaders on the employee's job involvement from perceived justice and relationship quality perspectives. Furthermore, this paper broadly reviews and integrates the past theory literature to serve as the basis of theory and conceptual framework. Despite power is an intangible force in organizations, the study of power and its influence processes is very popular in organizational studies and continues to draw attention from researchers. Therefore, with regard to the power in action of leaders and influence result, it is worthy of understanding in depth. During these years, issues of organizational justice was also attracted by researchers. In fact, LMX theory has implications for organizational justice since the focus of LMX is on the development of differentiated (in-group/out-group) leader- member relationships. This paper tried to discuss the topic that has been sparse in the past from a full view and appropriately cleared a number of vague relations. Especially, researchers have discussed less in the relation between bases of non-economic power and distributive justice. The results show that: 1. There exists significantly positive relationship between non-economical powers and distributive justice. 2. There exists negative relationship that the loyalty and job involvement but without so much significant. 3. Non-economical power of leaders will influence the employees' job involvement in some degree that depends on the procedural justice along with affect. The above inclusion is again to strengthen the rationality of this study framework. Therefore the leader should not ignore the key role of justice along with affect, and go to implement the procedural justice, and establish network mechanism for public relationship, which can make job involvement through job agreement by employee, and further speed up pursuing organization goal.

以文找文

期刊論文
1.	Mossholder, K. W.、Bennett, N.、Kemery, E. R.、Wesolowski, M. A.(1998)。Relationship between bases of power and work reactions: The mediational role of procedural justice。Journal of Management，24(4)，533-552。
2.	Gouldner, A. W.(1960)。The Norm of Reciprocity: A Preliminary Statement。The Academy of Management Review，4，53-62。
3.	Deluga, R. J.(1994)。Supervisor Trust Building, Leader-member Rxchange and Organizational Citizenship Behavior。Journal of Occupational and Organizational Psychology，67(1)，315-326。
4.	Brass, Daniel J.、Burkhardt, M. E.(1993)。Potential Power and Power Use: An Investigation of Structure and Behavior。Academy of Management Journal，36(3)，441-470。
5.	Pfeffer, J.(1992)。Understanding Power in Organizations。California Management Review，34(2)，29-50。
6.	Bentler, P. M.、Bonett, D. G.(1980)。Significance test and goodness of fit in the analysis of covariance structures。Psychological Bulletin，88(3)，588-606。
7.	Lee, C.、Pillutla, M.、Law, K. S.(2000)。Power-distance, gender and organizational justice。Journal of Management，26(4)，685-704。
8.	Rahim, M. A.、Magner, N. R.(1996)。Confirmatory factor analysis of the bases of leader power: First-order factor model and its invariance across groups。Multivariate Behavior Research，31(4)，495-516。
9.	Lawler, Edward E. III、Hackman, J. Richard、Kaufman, Stanley(1973)。Effects of job redesign: A field experiment。Journal of Applied Social Psychology，3(1)，49-62。
10.	Scandura, T. A.(1999)。Rethinking leader-member exchange: An organizational justice perspective。Leadership Quarterly，10(1)，25-40。
11.	林鉦棽(19961100)。組織公正、信任、組織公民行為之研究：社會交換理論之觀點。管理科學學報，13(3)，391-415。延伸查詢
12.	Emerson, Richard M.(1962)。Power-dependence relations。American Sociological Review，27(1)，31-41。
13.	Greenberg, Jerald(1990)。Organizational justice: Yesterday, today, and tomorrow。Journal of Management，16(2)，399-432。
14.	Kanungo, Rabindra N.(1982)。Measurement of job and work involvement。Journal of Applied Psychology，67(3)，341-349。
15.	Lodahl, Thomas M.、Kejnar, Mathilde(1965)。The definition and measurement of job involvement。Journal of Applied Psychology，49(1)，24-33。
16.	Paullay, Irina M.、Alliger, George M.、Stone-Romero, Eugene F.(1994)。Construct validation of two instruments designed to measure job involvement and work centrality。Journal of Applied Psychology，79(2)，224-228。
17.	Podsakoff, Philip M.、MacKenzie, S. B.、Paine, J. B.、Bachrach, D. G.(2000)。Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research。Journal of Management，26(3)，513-563。
18.	Pillai, Rajnandini、Schriesheim, Chester A.、Williams, Eric S.(1999)。Fairness perceptions and trust as mediators for transformational and transactional leadership: A two-sample study。Journal of Management，25(6)，897-933。
19.	Greenberg, Jerald(1987)。A taxonomy of organizational justice theories。Academy of Management Review，12(1)，9-22。
20.	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。
21.	Roberts, Mary Lou、Wortzel, Lawrence H.(1979)。New Life-Style Determinants of Women's Food Shopping Behavior。Journal of Marketing，43(3)，28-39。
22.	Reitz, H. Joseph、Jewell, Linda N.(1979)。Sex, Locus of Control, and Job Involvement a Six-country Investigation。The Academy of Management Journal，22(1)，72-80。
23.	Konovsky, Mary A.、Pugh, S. Douglas(1994)。Citizenship behavior and social exchange。The Academy of Management Journal，37(3)，656-669。
24.	Podsakoff, Philip M.、MacKenzie, Scott B.、Moorman, Robert H.、Fetter, Richard(1990)。Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors。The Leadership Quarterly，1(2)，107-142。
25.	Bagozzi, Richard P.、Yi, Youjae(1988)。On the Evaluation of Structural Equation Models。Journal of the Academy of Marketing Science，16(1)，74-94。
26.	Dansereau, Fred Jr.、Graen, George B.、Haga, William J.(1975)。A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process。Organizational Behavior and Human Performance，13(1)，46-78。
27.	Graen, George B.、Uhl-Bien, Mary(1995)。Relationship-based approach to leadership: development of leader-member exchange (LMX) theory of leadership over 25 years: applying a multi-level multi-domain perspective。The Leadership Quarterly，6(2)，219-247。

學位論文
1.	夏侯欣鵬(2000)。信任與權力對組織內知識分享意願影響之研究--以銀行放款部門主管為例(博士論文)。國立政治大學。延伸查詢
2.	許靜怡(2000)。LMX關係品質之質性研究(碩士論文)。國立中正大學。延伸查詢

圖書
1.	Fishbein, M. A.(1967)。Reading in attitude theory and measurement。New York：John Wiley and Sons。
2.	Daft, Richard L.(2001)。Organization, Theory, and Design。South-Western College Publishing。
3.	Blau, P. M.(1964)。Exchange and Power in Social Life。New York：John Wiley and Sons。
4.	Lussier, R. N.(2000)。Management fundamentals。New York：Thomson Learning, Inc.。
5.	Kakabadse, Andrew、Parker, Christopher、蔡麟筆(1990)。權力、政治與組織。臺北市：巨流圖書股份有限公司。延伸查詢
6.	Cyert, R. M.、March, J. G.(1963)。A behavioral theory of the firm。Oxford：Blackwell。
7.	Robbins, Stephen P.(1992)。Essentials of Organizational Behavior。Prentice-Hall。
8.	Bass, Bernard M.(1985)。Leadership and Performance Beyond Expectations。Free Press。
9.	Yukl, Gary A.(1994)。Leadership in Organizations。Prentice-Hall。
10.	Yukl, Gary A.(2002)。Leadership in organizations。Prentice-Hall, Inc.。
11.	Lind, E. A.、Tyler, T. R.(1988)。The Social Psychology of Procedural Justice。Plenum Press。
12.	Thibaut, John W.、Walker, Laurens(1975)。Procedural Justice: A Psychological Analysis。Lawrence Erlbaum Associates。
13.	Robbins, Stephen P.(2001)。Organizational behavior。Prentice-Hall, Inc.。
14.	Nunnally, Jum C.、Bernstein, Ira H.(1978)。Psychometric Theory。McGraw-Hill。
15.	Pfeffer, Jeffrey(1981)。Power in organizations。Pitman Publishing Company。

其他
1.	Bacharach, S. B. & Lawler, E. J.(1980)。Power and politics in organizations，Massachusetts：Pittman。
2.	Cropanzano, R. & Folger, R.(1989)。Referent cognitions and task decision autonomy: Beyond equity theory。
3.	Crosby(1984)。Relative deprivation in organizational setting，Greenwith, CT：JAI Press。
4.	Cynthia, L., Madan, R. & Kenneth, S. L.(2000)。Power-distance, gender and organizational justice。
5.	Dienesch, R, M. & Liden, R. C.(1986)。-member exchange model of leadership: A critique and further development。
6.	Etgar, M.(1978)。Selection of an effective channel control mix。
7.	Greenberger, D. B., Strasser, S., & Lee, S.(1988)。Personal control as a mediator between perceptions of supervisory behaviors and employee reactions。
8.	Hersey, P. & Natemeyer, W. E.(1979)。Power perception profile，CA：Center for Leadership Studies。
9.	Hickson, D. J., Hinning, C. R., Lee, C. A., Schneck, R. E. & Pennings, J. M.(1971)。A strategic contingency theory of intraorganizational power。
10.	Homans, G. C.(1961)。Social behavior: Its elemental forms，New York：Harcourt, Brace, & World。
11.	Manogran, P., Stauffer, J. & Conlon, E. J.(1994)。Leader-member exchange as a key mediating variable between employees9 perceptions of fairness and organizational citizenship behavior，Dallas TX.。
12.	Raven, B. H. & Kruglanski, A. W.(1975)。Conflict and power，N.J.：Academic Press。
13.	Raven, B. H.(1993)。The bases of power: Origins and recent developments。
14.	Uhl-Bien, M. & Graen, G. B.(1992)。Self-management and team-making in cross-functional work teams: Discovering the keys to becoming an integrated team。
15.	Uhl-Bien, M. & Graen, G. B.(1993)。eadership-making in self-managing professional work teams: An empirical investigation，West Orange, NJ：Leadership Library of America。
16.	Uhl-Bien, M. & Graen, G. B.(1993)。Toward a contingency model of empowerment: contribution of self-management empowerment and leadership-making empowerment to uni-functional and multi-functional professional work unit performance。
17.	Vecchio, R. P., Griffeth, R. W. & Horn, P. W.(1986)。The predictive utility of the vertical dyad linkage approach。

圖書論文
1.	Cropanzano, Russell、Folger, Robert(1991)。Procedural Justice and Worker Motivation。Motivation and work behavior。New York：McGraw-Hill。
2.	Graen, George B.、Scandura, Terri A.(1987)。Toward a psychology of dyadic organizing。Research in organizational behavior。JAI Press。
3.	French, J. R. P.、Raven, B. H.(1959)。The Bases of Social Power。Studies in Social Power。Ann Arbor, MI：University of Michigan Press。
4.	Martin, J.(1981)。Relative deprivation: A theory of distributive injustice for an era of shrinking resources。Research in organizational behavior。Greenwich, Connecticut：JAI Press。
5.	Folger, Robert、Greenberg, Jerald(1985)。Procedural justice: An interpretive analysis of personnel systems。Research in Personnel and Human Resources Management。
6.	Graen, G. B.、Cashman, J. F.(1975)。A Role-Making Model of Leadership in Formal Organizations: A Developmental Approach。Leadership Frontiers。Kent State University Press。
7.	Adams, John Stacey(1965)。Inequity in social exchange。Advances in experimental social psychology。Academic Press。

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.	兵隨將轉--追隨者定位觀點下探討追隨行為
2.	組織公平與主管承諾之結構模式研究--以信任與關係進行影響效果分析
3.	旅行業知識分享質性硏究
4.	組織公平、主管部屬關係品質、服務導向組織公民行為之結構模式研究
5.	組織學習、知識分享、組織認同與經營績效之關聯性研究--以某公股銀行為例
6.	國民中學校長關係領導、協力治理與關係績效之研究
7.	國際觀光旅館員工工作價值觀、工作態度與工作績效之相關研究--以主管領導風格為干擾變項
8.	警察學習正義概念與實踐警察倫理的途徑
9.	建立網路學習社群中知識分享意願之模式
10.	管理特質對企業績效之影響
11.	知識社群資料分析之研究
12.	企業員工對知識管理系統分享意願之研究--從激勵觀點
13.	航運業之組織文化、知識分享與組織創新關係之研究--以知識類型為干擾變數
14.	身心障礙資源班教師在網路上分享自編教材情形及其動機之初探
15.	科展績優教師創意思考教學模式之建構--以國小自然科「太陽的運行」為例

1.	知覺組織支持對離職傾向之影響－工作滿足的中介效果與工作投入的調節式中介效果
2.	團隊外顯與內隱協調於團隊活動之中介角色：量表發展與實證
3.	自由文化中的音樂商業模式初探：以獨立音樂為例
4.	組織內部社會資本對知識分享與組織創新影響之研究
5.	部屬知覺上下關係對組織公民行為之影響－以權力距離為調節變項
6.	組織成員知識分享行為之研究-個體行為策略的演化與組織激勵的動態模式
7.	海洋教育課程方案設計及其實施成效之研究
8.	國民中學行政團隊知識導向文化、知識分享與創新經營關係之研究
9.	企業員工知識分享效能之研究-以多元方法設計
10.	工作價值觀、工作動機與知識分享行為關係之研究—以台灣高科技業員工為例
11.	組織內部社會網絡的形成與影響：社會資本觀點
12.	國民中學教師人情特質、人際情感、組織文化與知識分享關係之研究
13.	以計劃行為理論探討資訊人員的知識分享行為
14.	台商大陸子公司決策自主權影響因素之研究
15.	組織知識管理整合架構設計與探討--資訊軟體業為例

1.

組織間信任

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