購併後變革活動、組織正義與員工態度__臺灣人文及社會科學引文索引資料庫

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題名：	購併後變革活動、組織正義與員工態度
書刊名：	人力資源管理學報
作者：	黃正雄
作者(外文)：	Huang, Cheng-shung
出版日期：	2006
卷期：	6:3
頁次：	頁1-21
主題關鍵詞：	組織正義；變革活動；情緒耗竭；情感性承諾；Organizational justice；Change activity；Emotional exhaustion；Affective organizational commitment
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(3) 博士論文(1) 專書(0) 專書論文(0) 排除自我引用:2 共同引用:1 點閱:78

企業購併後的變革整合活動成敗，「人」的因素為其關鍵。有鑑於組織正義在變革領域中的研究仍未將變革手段與員工正義知覺同時納入研究考量，本研究探討變革活動中求變意識、溝通參與，以及支持性體制三活動因素是否影響員工的正義知覺、情感性承諾與情緒耗竭。研究結果顯示，企業變革努力中的求變意識、支持性體制，以及組織正義（分配正義與程序正義）對情感性承諾有有顯著的預測作用，而且程序正義比分配正義對情感承諾的預測作用較大；分配正義對情緒耗竭有負向的預測作用，而程序正義對情緒耗竭則無預測作用。而且分配正義對情緒耗竭的影響力顯然比對情感性承諾的影響力要大。本研究的理論與實務意涵探討如後。

以文找文

Employees are the factor central to change success. Planned Change laid stress on needs for a change, employee involvement, feedback, and change-related training to eliminate the barrier to implement a change. In recent years, however, the perspective of organizational justice in change research is merging. This study intended to verify how the change activity and organizational justice affected employee commitment and burnout. The results showed that the need for a change, supportive system, and procedure justice were the positive predictors for affective commitment. Procedure justice is much more weighted than distributive justice is to predict organizational commitment. Besides, distributive justice was the negative predictor for emotional exhaustion. The implications were considered thereafter.

以文找文

Other
1.	Chen, C. C., Chen, Y. & Xin, K.(2004)。Guanxi practices and trust in management: A procedural justice perspective。

期刊論文
1.	Alexander, S.、Ruderman, M.(1987)。The role of procedural and distributive justice in organization behavior。Social Justice Research，7(2)，177-198。
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6.	Folger, R.、Konovsky, M. A.(1989)。Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions。Academy of Management Journal，32(1)，115-130。
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12.	魏美蓉(20000500)。企業購併中組織文化整合的重要性。能力雜誌，531，102-104。延伸查詢

圖書
1.	Pitts R.、Lei, D.(2003)。Strategic management: Building and sustaining competitive advantage。South-Western：Thompson。
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其他
1.	吳凱琳(2004)。新手主管成功上路的第11課;再讓壓力跟隨著你。延伸查詢
2.	沈怡伶(2003)。購倂對員工組織承諾與工作績效影響之硏究。延伸查詢
3.	黃瓊慧(1996)。改變員工行爲措施成效對變革結果的影響--社會學習觀點。延伸查詢
4.	黃正雄(2004)。裁員標準：古典經濟理論與社會正義理論之爭辯。延伸查詢
5.	劉信寬(2003)。組織承諾、國際化知覺、個人特徵對組織變革態度之硏究。延伸查詢
6.	蘇守謙(2000)。資訊人員職業心力絞瘁與離職決策硏究。延伸查詢
7.	Aquino, K.(1995)。Relationships among pay inequity, perceptions of procedural justice, and organizational citizenshp。
8.	Baron, R. M.(1998)。Strategic human resource management。
9.	Beer, M., Eisenstat, R. A. & Spector, B.(1990)。Why change programs don’t produce change。
10.	Brockner, J.(1988)。The effects of work layoffs on survivors: Research, theory, and practice。
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12.	Brown, D. R. & Harvey, D.(2006)。An experiential approach to organizational development。
13.	Chin, R. & Beene, K. D.(2000)。General strategies for effecting changes in human system。
14.	Cloquitt, J. A.(2000)。On the dimentionality of organizational justice: A construct validation of a measure。
15.	Daft, R. L., & Noe, R. A.(2001)。Organizational behavior。
16.	Folger, R.(1986)。Rethinking equity theory: A referent cognitions model。
17.	Goodstein, L. D. & Burke, W. W.(1991)。Creating successful organizational change。
18.	Greenberg, J. & Folger, R.(1983)。Procedural justice, participation, and the fair process effect in groups and organizations。
19.	Greenberg, J., & Tyler, T. R.(1987)。Why procedural justice in organizations?。
20.	Keman, M. C. & Hanges, P. J.(2002)。Survivor reaction to reorganization: Antecedents and consequenses of procedural, interpersonal, and informational justice。
21.	Kossek, E. E. & Block, R. N.(2000)。Managing human resources in the 21st century。
22.	Lee, N. & Ashforth, P.(1996)。A meta-analytic examination of the three dimensions of job burnout。
23.	Lipponen, J. & Olkkonen, M.(2004)。Perceived procedural justice and employee responses to an organizational merger。
24.	McShane, S. L. & Von Glinow, M. A.(2005)。Organizational behavior。
25.	Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M.(2003)。Human resource management。
26.	Opinion Research Corporation(1996)。Manager’s perceptions of stress in the workplace。
27.	Saunders, M. & Thornhill, A.(2004)。Trust and mistrust in organizations: An exploration using an organizational justice framework。
28.	Scholl, R. W., Cooper, E. A. & McKenna, J. F.(1987)。Referent selection in deterring equity perception: Differential effects on behavioral and attitudinal outcomes。
29.	Tang, S., Robertson, P. J. & Lane, C. E.(1996)。Organizational types, commitment，and managerial actions。
30.	Thornhill, A. & Saunders, M.(2003)。Exploring employee's reactions to strategic change over time: The utilization of an organizational justice perspective。
31.	Whitener, E. M.(2001)。Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling。

圖書論文
1.	Bies, R. J.、Moag, J. S.(1986)。International Justice: Communication Criteria for Fairness。Research In Organizational Behavior。Greenwich, CT：JAI Press。
2.	Rousseau, D. M.(1985)。Issues of level in organizational research: multi-level and cross-level perspectives。Research in Organizational Behavior。Greenwich, Connecticut：JAI Press。
3.	Leventhal, Gerald S.(1980)。What Should Be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationships。Social Exchange: Advances in Theory and Research。Plenum Press。
4.	Adams, John Stacey(1965)。Inequity in social exchange。Advances in experimental social psychology。Academic Press。

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