組織支持與員工工作結果之關係--權力距離與公平敏感度之調節效果_

:::

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：	組織支持與員工工作結果之關係--權力距離與公平敏感度之調節效果
書刊名：	組織與管理
作者：	童惠玲／郭美吟／李德治
作者(外文)：	Tung, Hui-ling／Kuo, Mei-yin／Lee, De-chih
出版日期：	2012
卷期：	5:1
頁次：	頁1-42
主題關鍵詞：	知覺組織支持；任務績效；組織公民行為；權力距離；公平敏感度；Perceived organizational support；Task performance；Organizational citizenship behavior；Power distance；Equity sensitivity
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(2) 專書(0) 專書論文(0) 排除自我引用:1 共同引用:53 點閱:50

本研究闡釋健康照護產業中組織支持與人際關係理論的效度，醫療服務主管員工上下關係權力距離的個體差異，以及院方與員工組織－員工夥伴關係公平敏感度的實體差異為邊界條件，來檢視權力距離與公平敏感度是否會影響組織支持與員工工作結果之間的關係。研究者以醫療服務業102對主管部屬配對資料做為跨部門樣本，同時採用多重資料來源跨期研究法（員工評量知覺組織支持、權力距離、公平敏感度與組織公民行為，而主管評量員工任務績效），分別在三個不同的時間點進行測量，用以分別檢驗權力距離與公平敏感度在知覺組織支持與員工工作結果之關係的調節效果。研究發現，知覺組織支持分別影響員工角色內任務績效和角色外組織公民行為的主效果正向地顯現出來；權力距離和公平敏感度改變了知覺組織支持對工作結果的關係；權力距離調節知覺組織支持和任務績效之間的關係，這種關係在個人的高權力距離呈現較強烈；而在公平敏感度調節知覺組織支持和組織公民行為之間的關係，高公平敏感度群組（自私自利）在組織－員工夥伴實體關係則呈現出較強的邊界條件。針對上述發現，本研究就學術與實務兩方面提出研究建議。

以文找文

The validity for theory of organizational support and interpersonal relationships within the health care industry was addressed in the present study. The individual differences of power distance in supervisor's vertical relational identity, and the entity level in differences of equity sensitivity in organization-employee partnerships, were as boundary conditions to assess whether they uniquely affect the relationships between organizational support and employee work outcomes. Drawing on a cross-work unit sample of 102 supervisor-subordinate dyads was from medical service organization. In this study, constructs with different sources (e.g., employee rated their perceived organizational support, power distance, equity sensitivity, and organizational citizenship behavior, while supervisors rated their employees' task performance) in order to reduce the possibility of same source bias were measured. To enhance the clarity of the causal relationship among variables of the present study, questionnaires were distributed at three time points. The moderating effects of power distance and equity sensitivity, respectively, on generally well established relationships between perceived organizational support and work outcomes were examined. Results showed that the main effect of perceived organizational support, respectively, on in-role task performance and on extra-role organizational citizenship behavior in local medical service institute positively exists. Secondly, both power distance and equity sensitivity altered relationships of perceived organizational support to work outcomes, in that the relationship of perceived organizational support on task performance was stronger for individuals scoring high on power distance, while the relationship of perceived organizational support on organizational citizenship behavior was stronger in the entity level of organization-employee partnerships for scoring high in equity sensitivity (entitled). Based on the above findings, some suggestions for academic and practical fields were offered.

以文找文

期刊論文
1.	Hill, C. A.(1987)。Affiliation motivation: People who need people but in different ways。Journal of Personality and Social Psychology，52(5)，1008-1018。
2.	Bergeron, D. M.(2007)。The Potential Paradox of Organizational Citizenship Behavior: Good Citizens at What Cost?。Academy of Management Review，32(4)，1078-1095。
3.	Cascio, W. F.、Aguinis, H.(2008)。Research in industrial and organizational psychology from 1963 to 2007: Changes, choices, and trends。Journal of Applied Psychology，93(5)，1062-1081。
4.	Guzzo, R. A.、Noonan, K. A.、Elron, E.(1994)。Expatriate managers and psychological contract。Journal of Applied Psychology，79(4)，617-626。
5.	Bartel, Caroline A.(2001)。Social comparisons in boundary-spanning work: Effects of community outreach on members' organizational identity and identification。Administrative Science Quarterly，46(3)，379-413。
6.	Setton, R. P.、Mossholder, K. W.(2002)。Relationship Quality and Relationship Context as Antecedents of Person- and Task-Focused Interpersonal Citizenship Behavior。Journal of Applied Psychology，187，255-287。
7.	Huseman, R.、Hatfield, J.、Miles, E.(1987)。A New Perspective on Equity Theory: The Equity Sensitivity Construct。Academy of Management Review，12(2)，222-234。
8.	Kottke, Janet L.、Sharafinski, Clare E.(1988)。Measuring Perceived Supervisory and Organizational Support。Educational and Psychological Measurement，48(4)，1075-1079。
9.	George, J. M.、Reed, T. F.、Ballard, K. A.、Colin, J.、Fielding, J.(1993)。Contact with AIDS Patients as a Source of Work-Related Distress: Effects of Organizational and Social Support。Academy of Management Journal，36(1)，157-171。
10.	Ployhart, R. E.、Moliterno, T. P.(2011)。Emergence of the human capital resource: A multilevel model。Academy of Management Review，36(1)，127-150。
11.	Wayne, Sandy J.、Shore, Lynn M.、Bommer, William H.、Tetrick, Lois E.(2002)。The Role of Fair Treatment and Rewards in Perceptions of Organizational Support and Leader-Member Exchange。Journal of Applied Psychology，87(3)，590-598。
12.	Van Dyne, L.、Lepine, J. A.(1998)。Helping and voice extra-role behaviours: Evidence of construct and predictive validity。Academy of Management Journal，41(1)，108-119。
13.	Hochwarter, W. A.、Kacmar, C. J.、Perrewé, P. L.、Johnson, D.(2003)。Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes。Journal of Vocational Behavior，63(3)，438-456。
14.	Moorman, R. H.、Blakely, G. L.、Niehoff, B. P.(1998)。Does Perceived Organizational Support Mediate the Relationship between Procedural Justice and Organizational Citizenship Behavior?。Academy of Management Journal，41(3)，351-357。
15.	Shore, L. M.、Tetrick, L. E.(1991)。A Construct Validity Study of the Survey of Perceived Organizational Support。Journal of Applied Psychology，76(5)，637-643。
16.	Clugston, M.、Howell, J. P.、Dorfman, D. W.(2000)。Dose cultural socialization predict multiple bases and foci of commitment?。Journal of Management，26(1)，5-30。
17.	Lam, S. S. K.、Schaubroeck, J.、Aryee, S.(2002)。Relationship between organizational justice and employee work outcomes: A cross-national study。Journal of Organizational Behaviour，23(1)，1-18。
18.	Armeli, S.、Eisenberger, R.、Fasolo, P.、Lynch, P.(1998)。Perceived organizational support and police performance: The moderating influence of socio-emotional needs。Journal of Applied Psychology，83(2)，288-297。
19.	Robinson, S. L.、Morrison, E. W.(1995)。Psychological Contracts and Organizational Citizenship Behavior: The Effects of Unfulfilled Obligations on Civic Virtue Behavior。Journal of Organizational Behavior，16(3)，289-298。
20.	Fiske, Alan P.(1992)。The four elementary forms of sociality: framework for a unified theory of social relations。Psychological review，99(4)，689-723。
21.	Kickul, Jill R.、Lester, Scott W.(2001)。Broken promises: equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior。Journal of Business and Psychology，16(2)，191-217。
22.	Blatt, R.(2009)。Tough love: How communal schemas and contracting practices build relational capital in entrepreneurial teams。Academy of Management Review，34(3)，533-551。
23.	Molm, L. D.、Collett, J. L.、Schaefer, D. R.(2007)。Building solidarity through generalized exchange: A theory of Reciprocity 1。American Journal of Sociology，113(1)，205-242。
24.	Kiker, D. Scott、Motowidlo, Stephan J.(1999)。Main and Interaction Effects of Task and Contextual Performance on Supervisory Reward Decisions。Journal of Applied Psychology，84(4)，602-609。
25.	Conway, N.、Briner, R. B.(2002)。A Daily Diary Study of Affective Responses to Psychological Contract Breach and Exceeded Promises。Journal of Organizational Behavior，23(3)，287-302。
26.	Spreitzer, G. M.、Perttula, K. H.、Xin, K.(2005)。Traditionality matters: An examination of the effectiveness of transformational leadership in the United States and Taiwan。Journal of Organizational Behavior，26(3)，205-227。
27.	Hochwarter, W. A.、Kiewitz, C.、Gundlach, M. J.、Stoner, J.(2004)。The impact of vocational and social efficacy on job performance and career satisfaction。Journal of Leadership and Organizational Studies，10(3)，27-41。
28.	Casper, W. J.、Buffardi, L. C.(2004)。Work-life benefits and job pursuit intentions: The role of anticipated organizational support。Journal of Vocational Behavior，65(3)，391-410。
29.	Chen, Z. X.、Aryee, S.、Lee, C.(2005)。Test of a mediation model of perceived organizational support。Journal of Vocational Behavior，66(3)，457-470。
30.	Brockner, J.、Ackerman, G.、Greenberg, J.、Gelfand, M. J.、Francesco, A. M.、Chen, Z. X.、Shapiro, D.(2001)。Culture and procedural justice: The influence of power distance on reactions to voice。Journal of Experimental Social Psychology，37(4)，300-315。
31.	Tyler, T. R.、Lind, E. A.、Huo, Y. J.(2000)。Cultural values and authority relations: The psychology of conflict resolution across cultures。Psychology, Public Policy, and Law，6(4)，1138-1163。
32.	Tsui, A. S.(1984)。A role set analysis of managerial reputation。Organizational Behavior and Human Performance，34(1)，64-96。
33.	Ang, S.、Van Dyne, L.、Begley, T. M.(2003)。The Employment Relationships of Foreign Workers versus Local Employees: A Field Study of Organizational Justice, Job Satisfaction, Performance, and OCB。Journal of Organizational Behavior，24(5)，561-583。
34.	Gouldner, Alvin W.(1960)。The Norm of Reciprocity: A Preliminary Statement。American Sociological Review，25(2)，161-178。
35.	Allen, R. S.、White, C. S.(2002)。Equity sensitivity theory: A test of responses to two types of under-reward situations。Journal of Managerial Issues，14(4)，435-451。
36.	Huseman, R. C.、Hatfield, J. D.、Miles, E. W.(1985)。Test for individual perceptions of job equity: Some preliminary findings。Perceptual and Motor Skills，61(3)，1055-1064。
37.	Farh, J. L.、Hackett, R. D.、Liang, J.(2007)。Individual-level culture values as moderators of the perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality。Academy of Management Journal，50(3)，715-729。
38.	Coleman, V. I.、Borman, W. C.(2000)。Investigating the underlying structure of the citizenship performance domain。Human Resource Management Review，10(1)，25-44。
39.	蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳(20090300)。領導者上下關係認定與部屬利社會行為：權力距離之調節效果。中華心理學刊，51(1)，121-138。延伸查詢
40.	Bochner, S.、Hesketh, B.(1994)。Power Distance, Individualism/Collectivism, and Job-related Attitudes in a Culturally Diverse Work Group。Journal of Cross-cultural Psychology，25(2)，233-257。
41.	Dorfman, P. W.、Howell, J. P.(1988)。Dimensions of National Culture and Effective Leadership Patterns: Hofstede Revisited。Advances in International Comparative Management，3(1)，127-150。
42.	Kirkman, B. L.、Shapiro, D. L.(2001)。The Impact of Cultural Values on Job Satisfaction and Organizational Commitment in Self-Managing Work Teams: The Mediating Role of Employee Resistance。Academy of Management Journal，44(3)，557-569。
43.	Lee, C.、Pillutla, M.、Law, K. S.(2000)。Power-distance, gender and organizational justice。Journal of Management，26(4)，685-704。
44.	Witt, L. A.(1991)。Exchange ideology as a moderator of job attitudes-organizational citizenship relationships。Journal of Applied Social Psychology，21，1490-1501。
45.	Wayne, S. J.、Shore, L. M.、Liden, R. C.(1997)。Perceptions of organizational support and leader-member exchange: A social exchange perspective。Academy of Management Journal，40(1)，82-111。
46.	Eisenberger, Robert、Armeli, Stephen、Rexwinkel, Barbara、Lynch, Patrick D.、Rhoades, Linda(2001)。Reciprocation of perceived organizational support。Journal of Applied Psychology，86(1)，42-51。
47.	Hofstede, Geert(1980)。Motivation, Leadership, and Organization: Do American Theories Apply Abroad?。Organizational Dynamics，9(1)，42-63。
48.	Borman, W. C.、White, L. A.、Dorsey, D. W.(1995)。Effects of ratee task performance and interpersonal factors on supervisor and peer performance ratings。Journal of Applied Psychology，80(1)，168-177。
49.	Sheppard, B. H.、Sherman, D. M.(1998)。The grammars of trust: A model and general implications。Academy of Management Review，23(3)，422-437。
50.	Becker, Thomas E.、Vance, Robert J.(1993)。Construct Validity of Three Types of Organizational Citizenship behavior: An Illustration of the Direct Product Model with Refinements。Journal of Management，19(3)，663-682。
51.	Witt, L. A.、Spitzmuller C.(2007)。Person-situation predictors of maximum and typical performance。Human Performance，20(3)，305-315。
52.	Podsakoff, Philip M.、Todor, W. D.、Grover, R. A.、Huber, V. L.(1984)。Situational moderators of leader reward and punishment behaviors: Fact or fiction?。Organizational Behavior and Human Performance，34(1)，21-63。
53.	Podsakoff, P. M.、Ahearne, M.、MacKenzie, S. B.(1997)。Organizational citizenship behavior and the quantity and quality of work group performance。Journal of Applied Psychology，82(2)，262-270。
54.	Schneider, Benjamin、Reichers, Arnon E.(1983)。On the etiology of climates。Personnel Psychology，36(1)，19-39。
55.	Hui, C.、Lee, C.、Rousseau, D. M.(2004)。Employment relationships in China: do workers relate to the organization or to people?。Organization Science，15(2)，232-240。
56.	Chen, Zhen Xiong、Francesco, Anne Marie(2000)。Employee demography, organizational commitment, and turnover intentions in China: Do cultural differences matter?。Human Relations，53(6)，869-887。
57.	Paulin, M.、Ferguson, R. J.、Bergeron, J.(2006)。Service climate and organizational commitment: The importance of customer linkages。Journal of Business Research，59(8)，906-915。
58.	Rhoades, Linda、Eisenberger, Robert(2002)。Perceived organizational support: a review of the literature。Journal of Applied Psychology，87(4)，698-714。
59.	Shore, Lynn McFarlane、Wayne, Sandy J.(1993)。Commitment and Employee Behavior: Comparison of Affective Commitment and Continuance Commitment with Perceived Organizational Support。Journal of Applied Psychology，78(5)，774-780。
60.	Eisenberger, R.、Fasolo, P.、Davis-LaMastro, V.(1990)。Perceived organizational support and employee diligence, commitment, and innovation。Journal of Applied Psychology，75(1)，51-59。
61.	Rich, Bruce Louis、LePine, Jeffrey A.、Crawford, Eean R.(2010)。Job Engagement: Antecedents and Effects on Job Performance。Academy of Management Journal，53(3)，617-635。
62.	Rhoades, Linda、Eisenberger, Robert、Armeli, Stephen(2001)。Affective Commitment to the Organization: The Contribution of Perceived Organizational Support。Journal of Applied Psychology，86(5)，825-836。
63.	Eisenberger, Robert、Stinglhamber, Florence、Vandenberghe, Christian、Sucharski, Ivan L.、Rhoades, Linda(2002)。Perceived supervisor support: Contributions to perceived organizational support and employee retention。Journal of Applied Psychology，87(3)，565-573。
64.	Konovsky, Mary A.、Pugh, S. Douglas(1994)。Citizenship behavior and social exchange。The Academy of Management Journal，37(3)，656-669。
65.	Robinson, Sandra L.、Kraatz, Matthew S.、Rousseau, Denise M.(1994)。Changing Obligations and the Psychological Contract: A Longitudinal Study。Academy of Management Journal，37(1)，137-152。
66.	Rousseau, Denise M.(1989)。Psychological and implied contracts in organizations。Employee Responsibilities and Rights Journal，2(2)，121-139。
67.	Shore, Lynn M.、Barksdale, Kevin(1998)。Examining degree of balance and level of obligation in the employment relationship: a social exchange approach。Journal of Organizational Behavior，19(S1)，731-744。
68.	Cropanzano, Russell S.、Mitchell, Marie S.(2005)。Social exchange theory: An interdisciplinary review。Journal of Management，31(6)，874-900。
69.	Wright, Patrick M.、Boswell, Wendy R.(2002)。Desegregating HRM: A review and synthesis of micro and macro human resource management research。Journal of Management，28(3)，247-276。
70.	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。
71.	Rotundo, Maria、Sackett, Paul R.(2002)。The Relative Importance of Task, Citizenship, and Counterproductive Performance to Global Ratings of Job Performance: A Policy-capturing Approach。Journal of Applied Psychology，87(1)，66-80。
72.	Bowen, D. E.、Ostroff, C.(2004)。Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System。Academy of Management Review，29(2)，203-221。
73.	陳建丞(20080600)。員工知覺的組織支持與工作績效間的中介模型研究。管理學報，25(3)，309-331。延伸查詢
74.	Eisenberger, Robert、Huntington, Robin、Hutchison, Steven、Sowa, Debora(1986)。Perceived Organizational Support。Journal of Applied Psychology，71(3)，500-507。
75.	Podsakoff, Philip M.、MacKenzie, Scott B.、Lee, Jeong-Yeon、Podsakoff, Nathan P.(2003)。Common method biases in behavioral research: A critical review of the literature and recommended remedies。Journal of Applied Psychology，88(5)，879-903。
76.	Brewer, Marilynn B.、Gardner, Wendi W.(1996)。Who is this "We"? Levels of collective identity and self representations。Journal of Personality and Social Psychology，71(1)，83-93。
77.	Begley, T. M.、Lee, C.、Fang, Y.、Li, J.。Power Distance as Moderator of the Relationship between Justice and Employee Outcomes in a Sample of Chinese Employees。Journal of Managerial Psychology，17，692-711。
78.	King, Jr. W. C.、Miles, E. W.、Day, D. D.(1993)。A test and refinement of the equity sensitivity construct。Journal of Organizational Behavior，14(4)，301-317。
79.	Wong, C. S.、Wong, Y. T.、Hui, C.、Law, K. S.(2000)。The significant role of Chinese employees’organizational commitment: Implications for managing employees in Chinese societies。Journal of World Business，36，326-340。
80.	林鉦棽、高月慈、賴鳳儀(2010)。轉化領導、交易領導與部屬組織公民行為之關聯性分析。組織與管理，3，129-164。延伸查詢
81.	Bunderson, J. S.(2001)。How work ideologies shape the psychological contract of professional employees: Doctors’ responses to perceived breach。Journal of Organizational Behavior，22，714-71。
82.	Farh, J. L.、Zhong, C. B.、Organ, D. W.(2003)。Organizational citizenship behavior in the People’s Republic China。Organizational Science，15，241-253。
83.	Flynn, F. J.(2003)。What have you done for me lately? Temporal adjustments to favor evaluations。Organizational Behavior and Human Decision Processes，91，38-50。
84.	Flynn, F. J.(2006)。How much is it worth to you? Subjective evaluations of help in organizations。Research in Organizational Behavior，27，133-174。
85.	Kaufman, J. D.、Stamper, C. L.、Tesluk, P. E.(2001)。Do supportive organizations make for good corporate citizens?。Journal of Managerial Issues，13(4)，436-449。
86.	Kraimer, M. L.、Wayne, S. J.、Jaworski, R. A.(2001)。Source of support and expatriate performance: The mediating role of expatriate adjustment。Personnel Psychology，54，71-99。
87.	Mossholder, K. W.、Richardson, H. A.、Settoon, R. P.(2011)。Human resource systems and helping in organizations: A relational perspective。Academy of Management Review，36，33-52。

圖書
1.	Rousseau, D. M.(1995)。Psychological contract in organizations: Understanding written and unwritten agreements。Thousand Oaks, CA：Sage。
2.	Roethlisberger, F. J.、Dickson, W. J.(1939)。Management and the Worker。Harvard University Press。
3.	Miner, J. B.(1980)。Theories of organizational behavior。Hinsdale, IL：Dryden。
4.	Reddin, William J.(1970)。Managerial effectiveness。McGraw-Hill。
5.	Organ, Dennis W.(1988)。Organizational Citizenship Behavior: The Good Soldier Syndrome。Lexington Press。
6.	Aiken, Leona S.、West, Stephen G.、Reno, Raymond R.(1991)。Multiple regression: Testing and interpreting interactions。Sage。

圖書論文
1.	Kane, J. S.、Lawler, E. E.(1976)。Performance appraisal effectiveness: its assessment and determinants。Research in Organizational Behavior。Greenwich, CT：JAI Press。
2.	Brockner, J.(2003)。Unpacking country effects: On the need to operationalize the psychological determinants of cross-national differences。Research in organizational behavior。Greenwich, CT：JAI。
3.	Shore, L. M.、Tetrick, L. E.(1994)。The psychological contract as an explanatory framework in the employment relationship。Trends in Organizational Behavior。Oxford：John Wiley & Sons。
4.	Mowday, R. T.(1987)。Equity Theory Predictions of behavior in Organizations。Motivation and Work Behavior。New York：McGrow-Hill。
5.	Gillespie, J. Z.、Greenberg, J.(2005)。Are the goals of organizational justice self-interested?。Handbook of organizational justice。Mahwah, NJ：Lawrence Erlbaum。
6.	Folger, Robert、Greenberg, Jerald(1985)。Procedural justice: An interpretive analysis of personnel systems。Research in Personnel and Human Resources Management。
7.	Kozlowski, Steve W. J.、Klein, Katherine J.(2000)。A Multilevel Approach to Theory and Research in Organizations: Contextual, Temporal, and Emergent Processes。Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions, and New Directions。Jossey-Bass。
8.	Campbell, John P.(1990)。Modeling the performance prediction problem in industrial and organizational psychology。Handbook of Industrial and Organizational Psychology。Consulting Psychologists Press。
9.	Borman, Walter C.、Motowidlo, Stephan J.(1993)。Expanding the Criterion Domain to Include Elements of Contextual Performance。Personnel selection in organizations。Jossey-Bass。
10.	Adams, John Stacey(1965)。Inequity in social exchange。Advances in experimental social psychology。Academic Press。
11.	Fiske, A. P.、Haslam, N.(2005)。The four basic social bonds: Structures for coordinating interaction。Interpersonal cognition。Guilford。

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.	國考分發與類科對資淺公務人員轉調傾向之影響：公共服務動機為調節變項
2.	忍一時風平浪靜，退一步海闊天空？華人組織中的人際壓力因應
3.	知覺組織支持對軍職人員就業力及求職自我效能影響之研究
4.	工作偏私與情感偏私：雙構面差序式領導的區分效果
5.	領導者與部屬上下關係認定之量表建構
6.	以對偶關係探討認知差異對員工態度及行為的影響
7.	組織中的認定威脅與利社會行為：心理安全感與問題解決反芻之角色研究
8.	快樂的員工比較會兼顧工作與家庭？員工正向情感特質與職家衝突間關係之中介機制探討
9.	國中校長和教師交換關係與建言行為關聯性之研究：以權力距離與內外團體為調節變項
10.	上司信任部屬的前因及對領導行為之影響：上司信任傾向的調節角色
11.	臺灣地區中小學校長正向領導之實踐作為
12.	部屬目標導向與上司知覺部屬忠誠、關係、及能力之關聯
13.	知覺「被信任、信任、及互信」對部屬工作績效之影響
14.	員工知識分享重要嗎? 組織支持干擾組織信任、組織公民行為與知識分享關係之研究
15.	知覺組織支持、情感性組織承諾與工作角色行為之關聯性：不同職務別教師的多群組分析

1.	公務人員組織認定與關係認定契合之影響：路徑、後果及調節效果
2.	差序式領導與自己人部屬的角色：多層次分析觀點
3.	國民中學教師角色壓力、變革抗拒、組織支持及工作倦怠之關係研究
4.	國民小學組織正義、組織公民行為與競爭優勢關係之研究：以領導者與部屬交換關係為調節效果
5.	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
6.	學校不當督導與非志願性公民行為關係之研究-中介與調節效果的探討
7.	高級中等學校校長正向領導、教師關係認同、教師工作投入與教師建言行為之關係研究
8.	教誨而非謾罵：華人組織言教領導的概念建構與效度分析
9.	高中校長正向領導指標建構與實徵分析
10.	我國高級中等學校教師與直屬處室主任關係品質、職場自尊、團體凝聚力與教學效能關聯性之研究
11.	裙帶關係對員工和諧及內部績效之影響-以權力距離及公平敏感度為調節變數
12.	高中職教師主動人格與建言行為之跨層次分析:社會交換觀點
13.	恩威並行領導概念分析、量表建構及應用
14.	領導者與部屬上下關係認定之模式建構及其影響效果
15.	國民小學校長領導風格與校園選舉行為關係之研究：以組織文化為中介和調節變項

無相關書籍

無相關著作

1.	知覺組織支持與員工工作結果--權力距離之調節效果
2.	知覺組織支持與服務導向組織公民行為：高績效人力資源實務跨層次之調節效果
3.	壽險業務人員離職傾向影響因素之研究
4.	A Study of DSR Indicator Framework for Sustainable Development in Taiwan

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