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引文資料
題名:
組織正義、組織危機管理、與員工脈絡績效之關係:主要效果及交互效果之研究
書刊名:
危機管理學刊
作者:
蔡啟通
作者(外文):
Tsai, C. T.
出版日期:
2012
卷期:
9:2
頁次:
頁51-62
主題關鍵詞:
考績與薪酬之公平
;
重視溝通與公正不阿
;
組織危機管理
;
脈絡績效
;
Justice of performance and compensation
;
Communicative and impartial justice
;
Organizational crisis
;
management
;
Contextual performance
原始連結:
連回原系統網址
相關次數:
被引用次數:期刊(
1
) 博士論文(
1
) 專書(0) 專書論文(0)
排除自我引用:
1
共同引用:0
點閱:70
本研究探討員工知覺之組織正義因素(考績與薪酬之公平(PCJ)和重視溝通與公正不阿(CIJ))及組織危機管理分別與其脈絡績效之關係。其次,本研究欲檢測員工的CIJ是否會對PCJ與其脈絡績效之關係產生干擾效果。再者,本研究亦欲瞭解員工CIJ對於PCJ與其脈絡績效的關係之干擾效果是否會受到組織危機管理的干擾。本研究之受測對象為328員工,實得有效問卷212份。結果顯示,員工的PCJ或CIJ愈高,其脈絡績效愈佳;員工知覺之組織危機管理愈高,其脈絡績效亦愈佳。員工的CIJ會對PCJ與其脈絡績效之關係產生干擾效果。當員工的CIJ高時,員工的PCJ愈低,其脈絡績效愈佳;當員工的CIJ低時,員工的PCJ與其脈絡績效較沒有關連。員工CIJ對於PCJ與其脈絡績效的關係之干擾效果會受到組織危機管理高低的干擾。
以文找文
This study examines the relationships among employees' organizational justice, organizational crisis management, and contextual performance. In addition to examining the independent associations between ”justice of performance and compensation”(PCJ), ”communicative and impartial justice”(CIJ), organizational crisis management and contextual performance, this study also explores whether employees' CIJ has significant moderating effect on the relationship between employees' PCJ and their contextual performance, and whether the organizational crisis management has significant moderating effect on the relationship between employees' PCJ and their contextual performance. Finally, this study examines whether the moderating effect of employees' CIJ on the relation between PCJ and their contextual performance is, in turn, moderated by organizational crisis management. Survey data on 212 employees from Taiwanese hospitality enterprises suggest that the employees who placed more importance on their PCJ or CIJ were more likely to enhance contextual performance. The employees who perceived the higher organizational crisis management most had the higher contextual performance. In addition, the PCJ had more of a negative impact on employee contextual performance when CIJ was high rather than low. This pattern was most pronounced for employees who perceived the low organizational crisis management.
以文找文
期刊論文
1.
Brockner, J.(2002)。Making sense of procedural fairness: how nigh procedural fairness can reduce or heighten the influence of outcome favorability。Academy of Management Review,27(1),58-76。
2.
Chen, C. C.、Chen, Y. R.、忻容(2004)。Guanxi Practices and Trust in Management: A Procedural Justice Perspective。Organization Science,15(2),200-209。
3.
Harris, Kenneth J.、Andrews, Martha C.、Kacmar, K. Michele(2007)。The Moderating Effects of Justice on the Relationship Between Organizational Politics and Workplace Attitudes。Journal of Business and Psychology,22(2),135-144。
4.
Wong, S. C. K.、Ladkin, A.(2008)。Exploring the relationship between employee creativity and job-related motivators in the Hong Kong hotel industry。International Journal of Hospitality Management,27(3),426-437。
5.
Brockner, J.、Wiesenfeld, B. M.(1996)。An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures。Psychological Bulletin,120(2),189-208。
6.
Janssen, O.(2004)。How fairness perceptions make innovative behavior more or less stressful。Journal of Organizational Behavior,25(2),201-215。
7.
Moon, H.、Kamdar, D.、Mayer, D. M.、Takeuchi, R.(2008)。Me or we? the role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations。Journal of Applied Psychology,93(1),84-94。
8.
Greenberg, J.(1986)。Determinants of perceived fairness of performance evaluation。Journal of Applied Psychology,71(2),340-342。
9.
Hutchins, H. M.、Wang, J.(2008)。Organizational Crisis Management and Human Resource Development: A Review of the Literature and Implications to HRD Research and Practice。Advances in Developing Human Resources,10(3),299-309。
10.
Brockner, J.、Chen, Y. R.、Mannix, E. A.、Leung, K.、Skarlicki, D. P.(2000)。Culture and procedural fairness: When the effects of what you do depend on how you do it。Administrative Science Quarterly,45(1),138-159。
11.
Pearson, Christine M.、Clair, Judith A.(1998)。Reframing Crisis Management。Academy of Management Review,23(1),59-76。
12.
Shalley, Christina E.、Gilson, Lucy L.、Blum, Terry C.(2000)。Matching Creativity Requirements and the Work Environment: Effects on Satisfaction and Intentions to Leave。Academy of Management Journal,43(2),215-223。
13.
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。
14.
Farh, Jiing-Lih、Podsakoff, Philip M.、Organ, Dennis W.(1990)。Accounting for Organizational Citizenship Behavior: Leader Fairness and Task Scope versus Satisfaction。Journal of Management,16(4),705-721。
15.
Farh, Jiing-Lih、Earley, P. Christopher、Lin, Shu-Chi(1997)。Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society。Administrative Science Quarterly,42(3),421-444。
16.
Borman, Walter C.、Motowidlo, Stephan J.(1997)。Task performance and contextual performance: The meaning for personnel selection research。Human Performance,10(2),99-109。
17.
Beugre, C. D.(2002)。Understanding Organizational Justice and Its Impact on Managing Employees: An African Perspective。The International Journal of Human Resource Management,13,1091-1104。
18.
Hafer, C. L.、Olson, J. M.(2003)。An Analysis of Empirical Research on the Scope of Justice。Personality and Social Psychology Review,7(4),311-323。
19.
Nasurdin, A. M.、Khuan, S. L.(2008)。Organizational Justice as an Antecedent of Job Performance。Gadjah Mada International Journal of Business,9(4),325-343。
20.
Acquier, A.、Grand, S.、Szpirglas, M.(2008)。From Stakeholder to shareholder management in crisis episodes: A case study in a public transportation company。Journal of Contingencies and Crisis Management,16,101-114。
21.
De Coninck, j. B.(2010)。The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ 1evel of trust。Journal of Business Research,63,1349-1355。
22.
De Cremer, D.、Van Dijke, M.、Mayer, D. M.(2010)。Cooperating when ”You” and “I” are treated fairly: The moderating role of leader prototypicality。Journal of Applied Psychology,95,1121-1133。
23.
許順旺、蔡啟通(200703)。公司政策制度對臺灣觀光旅館在SARS期間與員工心理焦慮之關係研究:職級別之干擾效果。輔仁民生學誌,13(1),115-133。
延伸查詢
24.
Kuklan, H.(1988)。Perception and organizational crisis management。Theory and Decision,25,259-274。
25.
Louis, W. R.、Duck, J . M.、Terry, D. J.、Schuller, R. A.、Lalonde, R. N.(2007)。Why do citizens want to keep refugees out? Threats, fairness and hostile norms in the treatment of asylum seekers。European Journal of Social Psychology,37,53-73。
26.
Stone-Romero, E. F.、Alvarez, K.、Thompson, L. F.(2009)。The construct validity of conceptual and operational definitions of contextual performance and related constructs。Human Resource Management Review,19,104-116。
27.
Tsai, C. T.(2006)。Leader member exchange and employee innovative behavior: The mediation effects of organizational justice and moderation effects of organizational characteristic。Journal of Management,23,171-193。
會議論文
1.
Grand, S.、Acquier, A.、Szpirglas, M.(2005)。Understanding organizational crisis management process: An analytical framework drawn from a case study in a public company。Paper presented at the Communication at Euram (Track 4: Responsibility in public management), Munich, Germany。
2.
鄭伯壎、姜定宇(2000)。組織認同 : 理論與本質。中國心理學年會第三十九屆年會。
延伸查詢
學位論文
1.
蔡依容(2010)。領導型態與脈絡績效的關係:以組織正義為中介變項(碩士論文)。國立彰化師範大學。
延伸查詢
圖書
1.
Greenberg, J.(1996)。The Quest for Justice on the Job: Essays and Experiments。Thousand Oaks, California:Sage Publications。
2.
Greenberg, J.、Baron, R. A.(2003)。Behavior in organizations: Understanding and managing the human side of work。Englewood Cliffs, New Jersey:Prentice Hall Press。
3.
Lind, E. A.、Tyler, T. R.(1988)。The Social Psychology of Procedural Justice。Plenum Press。
4.
Thibaut, John W.、Walker, Laurens(1975)。Procedural Justice: A Psychological Analysis。Lawrence Erlbaum Associates。
圖書論文
1.
Adams, John Stacey(1965)。Inequity in social exchange。Advances in experimental social psychology。Academic Press。
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