研究限制與未來研究建議

第五章討論與建議

5.3 研究限制與未來研究建議

本論文的主要目的是將組織公平理論應用在訓練與發展的情境之中，

除了經由文獻探討釐清訓練與發展程序公平的概念外，更編製衡量此一概念的量表，經由實證資料驗證訓練與發展程序公平對員工態度影響的中介機制。雖然本論文已在各研究階段都力求嚴謹，但是在研究設計的過程中可能存在以下的研究限制，建議學者在解讀本文時加以注意，並作為未來研究改進之參考。

第一、本論文研究二所提出的研究架構，乃是依據社會交換理論進行中介機制的推論，推論出認知組織支持與信任是其中的重要機制。由於過去的研究大多單獨驗證認知組織支持或信任的中介效果。在過去的研究中，據我們所知並未有同時以認知組織支持與信任，來驗證社會交換之中介機制的研究，因此本研究也並未處理認知組織支持與信任之間複雜的關係，而是將重點放在提出中介機制，驗證其存在於前因變項對後果變項影響的路徑部份。另外從本研究所收集的實證的資料，也並無發現支持認知組織支持與信任之間的影響關係。但是社會交換理論所反應出的變項之間的關係亦是十分有趣的議題，因此建議後續學者可就這些變項之間的關係加以探討。

第二、研究對象的限制。本論文的兩個研究均以及銀行或證券業員工為實證對象。論文中包含了量表的設計，依據過去的文獻 (Hinkin, 1998) 指出為了增加新量表的適用性，應針對多組不同的樣本進行施測，並且重複量表測試的過程，本論文的實證對象僅包含銀行業或證券業的員工，由於銀行業與證券業的員工皆屬於服務業，因此似乎產生類化

(generalizability)上的限制，因此本論文的研究結果，在是否能夠推論到製造業或其他產業上產生疑慮，此一類化的研究問題，建議未來的學者以其他不同產業為抽樣對象，驗證訓練與發展程序公平的概念，以補足相

關的研究議題。

第三、可能的共同方法變異問題。在本論文研究二（訓練與發展程序公平對員工態度影響中介機制研究）的所有變項均屬於認知的構面，因此亦無法由他人填答，使得各變項均來自於單一填答者填寫，雖然為避免各量表相同尺度可能造成之共同方法變異問題，本研究特別保留各後果變項以不同尺度加以避免(Seibert 等人, 2003)，然而卻有可能仍然存在共同方法變異(common method variance)問題，而增強變項之間的關係。本研究將制度因素公平、互動因素公平、規範性組織承諾、離職傾向與工作滿意視為單一因素，進行驗證型因素分析，分析結果模式適配度並不理想，顯示共同方法變異應該不至於嚴重影響變項間的關係方向。但是建議後續學者可參考本論文研究二所提出的理論模式，驗證訓練與發展程序公平透過不同中介機制對員工行為，諸如組織公民行為、員工績效等影響，並以不同來源蒐集資料，排除共同方法變異對研究結果造成的可能影響。

第四、衡量時間的限制。本論文在量表的建構與後果變項的驗證的收集資料是在同一時間收集，屬於一橫斷面的研究。也可能因此造成共同方法偏誤，提醒讀者留意此一問題可能造成的偏差。

最後，本研究所收集的資料來自證券業與銀行業的員工，乃是由於證券業與銀行業比起其他產業更為重視證照的取得，由此推測該產業員工對於訓練與發展程序公平的知覺比起其他產業員工相對上較為敏感。因此本研究所探討的現象應該能夠在證卷業與銀行業員工身上反應出來。但是對於公營銀行來說，其升遷管理比起一般民營銀行而言普遍較為重視年資，因此其對於證照的取得或在訓練與發展程序公平上的敏感度可能與民營銀行有所差異，後續研究者在產業應用時應多加小心。

參考文獻

李曄，龍立榮，劉亞，「組織公平感的形成機制研究進展」，人類工效學，

第八卷，第一期，38~41頁，2002年3月。

林淑姬，樊景立，吳靜吉，司徒達賢，「薪酬公平、程序公正與組織承諾、

組織公民行為關係之研究」，管理評論，第十三卷，第二期， 87~108 頁，民國 83 年。

林鉦棽，「休閒旅館業從業人員的組織公正、組織信任與組織公民行為關係：社會交換理論觀點的分析」，中華管理學報, 第五卷，第一期，

91~112頁, 民國93年。

林鉦棽，蔡明慶，「社會交換系統與組織控制系統對組織公民行為之影響」，

亞太社會科技學報，第三卷，第一期，1~25頁，民國92年9月。

陳志霞，廖建橋，「組織支持感及其前因變量和結果變量研究進展」，人類工效學，第十二卷，第一期，62~65 頁，2006 年 3 月。

黃家齊，「組織公正與組織公民行為—認知型與情感型信任的中介效果」，

台大管理論叢，第六卷，第十二期，107~141 頁, 民國 91 年。

余明助，「組織變革不確定感與員工工作態度關係之研究－以組織溝通和員工信任為中介變數」，人力資源管理學報，第六卷，第二期，89-110 頁，2006 年。

Adams, J. S., “Inequity in social exchange”, Advance in Experimental Social Psychology, Vol.2, New York: Academic Press, pp. 267-299, 1965.

Anderson, J. C., Gerbing, D. W., “Structural equation modeling in practice: a review and recommended two-step approach”, Psychological Bulletin, 103, pp. 411-423, 1988.

Aryee, S., Budhwar, P. S., Chen, Z.X., “Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model”, Journal of Organizational Behavior, 23, pp. 267-285, 2002.

Bagozzi, R.P, Yi, Y., “On the Evaluation of Structural Equation Models”,

Academy of Marking Science, 16, pp. 76-94, 1988.

Bartel, A. P., “Training, wage growth and job performance: evidence from a company database”, NBER Working paper, no.4027, Cambridge, MA.(Dekker), 1992.

Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J. M., Ferrara, P., Campiion, M. A., “Applicant reactions to selection: Development of the selection procedural justice scale (SPJS)”, Personnel Psychology, 54 (2), pp. 387-419, 2001.

Becker, G., "Investment in Human Capital: A Theoretical Analysis", Journal of Political Economy, 70 (5), pp. 9-50, 1962.

Benham, P.O., “Developing Organizational Talent: The Key to Performance and Productivity”, S.A.M. Advanced Management Journal, 58(1), pp. 34-39, 1993.

Bies, R. J., Moag, J. F., “Interactional justice: communication criteria of fairness”, In Lewicki R. J., Sheppard, B. H., Bazerman, M. H. (Eds.), Research on negotiations in organizations (Vol. 1, pp.43-55), Greenwich, CT: JAI Press, 1986.

Blader, S. L., Tyler, T. R., “A four-component model of procedural justice: what makes a process fair in work settings?”, Paper presented at the 59^th Annual Meeting of the National Academy of Management, Toronto, Ontario, Canada, 2000.

Blau, P. M., Exchange and Power in Social Life, Wiley, New York, 1964.

Chen, Z.X., Aryee, S., Lee, C., “Test of a mediation model of perceived organizational support”, Journal of Vocational Behavior, 66, pp. 457-470, 2005.

Chiu, Francesco, “Dispositional trait and turnover intention”, International Journal of Manpower, 24 (3), pp. 284, 2003.

Churchill, Gilbert A. and Carol, S., “An investigation into the determinants of customer satisfaction”, Journal of Marketing Research, 19 (12), pp. 491-504,

1982.

Cohen-Charash, Y., Spector P. E., “The role of justice in organizations: a meta-analysis”, Organizational Behavior and Human Decision Processes, 86 (2), pp. 278-321, 2001.

Colquitt, J. A., “On the dimensionality of organizational justice: A construct validation of a measure”, Journal of Applied Psychology, 86, pp. 386-400, 2001.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., Ng, K. Y.,

“Justice at the Millennium: A meta-analytic review of 25 years of organizational justice research”, Journal of Applied Psychology, 86(3), pp.

425-445, 2001.

Conlon, T.J., “A review of informal learning literature”, theory and implications for practice in developing global professional competence, 28 (2/3/4), 283-295, 2004.

Conway, J. M. and A. I. Huffcutt. A Review and Evaluation of Exploratory Factor Analysis Practices in Organizational Research. Organizational Research Methods, 6(2), pp.147-168, 2003.

Cooper, D. R. and Emory, C. W., Business Research Methods, Fifth Ed. Richard D. Irwin Inc.,1995.

Cropanzano, R., Greenberg, J., “Progress in organizational justice: tunneling through the maze”, in Cooper, C. L. and Robertson, I. T. (Eds.), International review of industrial and organizational psychology, New York:

Wiley, Vol. 12, Ch.8, pp.317-372, 1997.

Cropanzano, R., Greenberg, J., “Progress in organizational justice: Tunneling through the maze. In C.L. Cooper, and I.T. Robertson (Eds.), International review of industrial and organizational psychology, Vol. 12. Chichester, UK:

Wiley.”

Dekker, R., Grip, A., Heijke, H., “The Effects of Training and Overeducation on Career Mobility in a Segmented Labour Market”, International Journal of Manpower, 23 (2), pp. 106-125, 2002.

Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., Rhoades, L.,

“Receiprocation of perceived organizational support”, Journal of Applied Psychology, 86(1), pp. 42-45, 2001.

Eisenberger, R., Fasolo, P., Davis-LaMastro, V., “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, 75(1), pp. 51-59, 1990.

Eisenberger, R., Huntington, R., Hutchison, S., and Sowa, D., “Perceived organizational support”, Journal of Applied Psychology, 71, pp. 500-507, 1986.

Erdogan, B., Kraimer, M. L., Liden, R. C., “Procedural justice as a two-dimensional construct”, The Journal of Applied Behavioral Science, 37(2), 2001.

Feldman, D. C., “Managing careers in downsizing firms”, Human Resource Management, 35 (2), pp. 145-161, 1996.

Flaherty, K. E., Pappas, J. M., The role of trust in salesperson—sales manager relationships, The Journal of Personnal Selling and Sales Management, 20(4), 271-278, 2000.

Folger, R., “Effects of procedural and distributive justice on reactions to pay raise decisions”, Academy of Management Journal, 32(1), pp. 115-130, 1989.

Garavan, N.T., Morley, M., Gunnigle, P., Collins, E., “Human capital accumulation: The role of human development”, 23 (2/3/4), 48-. , 2001.

Gillespie, N. A., Mann, L., “Transformational leadership and shared values: the building blocks of trust”, Journal of Managerial Psychology, 19(6), pp.

588-607, 2004.

Gilliland, S. W., “The perceived fairness of selection systems: An organizational justice perspective”, Academy of Management Review, 18, 694-734, 1993.

Gilliland, S.W., Chan, D. (2001)., Justice in organizations: Theory, methods, and applications. Handbook of Industrial, Work, and Organizational Psychology: Vol. 2 Organizational Psychology (pp. 143-165). Thousand

Oaks, CA: Stephen W. Gilliland – 6 Sage

Greenberg, J., “Determinants of perceived fairness of performance evaluations”, Journal of Applied Psychology, 71, pp. 340-342, 1986.

Greenberg, J., “Organizational justice: yesterday, today and tomorrow, Journal of Management, 16, pp. 399-432, 1990.

Greenberg, J., “The social side of fairness: Interpersonal and informational classes of organizational justice”, In R. Cropanzano (Ed.), Justice in the workplace: approaching fairness in human resource management (pp.

79-103). Hillsdale, NJ: Erlbaum, 1993.

Guzzo, R. A., Noonan, K. A., Elron, E., Expatriate managers and the psychological contract, Journal of applied Psychology, 79, pp. 617-626, 1994.

Hair, J. F. Jr., R. E. Anderson, R. L. Tatham and W. C. Black. Multivariate Data Analysis with Reading. New York: Macmillan, 1995.

Hinkin, T. R., “A brief tutorial on the development of measures for use in survey questionnaires”, Organizational Research Methods, 1, pp. 104-121, 1998.

Holmes, J. G., “The exchange process in close relationships: microbehavior and macromotives”, in Lerner, M. J., Lerner, S. C. (Eds.), The justice motive in social behavior, pp. 261-284. New York : Plenum, 1981.

Homans, G. C., “Social Behavior as Exchange”, The American Journal of Sociology, pp. 597-606, 1958.

Homans, G. C., Social Behavior: its Elementary Forms, New York: Harcourt Brace and World, 1961.

Hoy, W. K., Tarter, C. J., “Organizational justice in schools: no justice without trust”, International Journal of Educational Management, 18(4), pp. 250-259, 2004.

Hughes, M.A., Price, R.L., Marrs, D.W., “Linking theory construction and theory testing: models with multiple indicators of latent variables”, Academy of Management Review, 11, pp. 128-144, 1986.

James K., “The social context of organizational justice: cultural, intergroup and structural effects on justice behaviors and perceptions” in Cropanzano R.

(Ed.), Justice in the workplace: Approaching Fairness in Human Resource management, Erlbaum, Hillsdale, CT, pp. 21-50, 1993.

Kelloway, E. K., “Structrual equation modelling in perspective”, Journal of Organizational Behavior, 16(3), pp. 215-224, 1995.

Konovsky, M. A., Pugh, S. D., “Citizenship behavior and social exchange”, Academy of Management Journal, 37(3), pp. 656-669, 1994.

Korsgaard, M. A., Roberson L., “Procedural justice in performance evaluation:

The role of instrumental and non-instrumental voice in performance appraisal discussions”, Journal of Management, 21(4), pp. 657-669, 1995.

Koy, D. J., “The effects of employee satisfaction, organization, citizenship behavior, and turnover on organizational effectiveness: A unit-level, longitudinal study”, Journal of Applied Psychology, 54(1), pp. 101-114, 2001.

Kraiger, K., “Perspectives on training and development”, Inc. Borman, D. R., Ilgen, & R. J., Kilimoski (Eds), Hankbook of psychology: Industrial and organizational psychology (pp. 171-192). Hoboken, NJ: John Wiley & Sons, 2003.

Leventhal, “What should be done with equity theory? New approaches to the study of fairness in social relationships”, In Gergen, K.J., Greenberg, M.S.

and Willis, R.H. (Eds), Social Exchange: Advances in Theory and Research, Plenum, New York, NT, pp. 27-55, 1980.

Levy, P. E., Williams, J. R., “The role of perceived system knowledge in predicting appraisal reactions, job satisfaction, and organizational commitment”, Journal of Organizational Behavior, 19, pp. 53-65, 1998.

Liden, R. C., Maslyn, J. M., “Multidimensionality of leader-member exchange:

an empirical assessment through scale development”, Journal of Management, 24(1), pp. 43-72, 1998.

Lind, E. A., Tyler, T. R., The social psychology of procedural justice, New York:

Plenum, 1988.

Linda, R., Eisenberger, R., Armeli, S., “Affective commitment to the organization: the contribution of perceived organizational support”, journal of applied Psychology, 86(5), pp. 825-836, 2001.

Masterson, S. S., Lewis, K., Goldman, B. M., Taylor, M. S., “Integrating justice and social exchange: the differing effects of fair procedures and treatment on work relationships”, Academy of management Journal, 43 (4), pp.

738-748, 2000.

McDowall, A., Fletcher, C., “Employee development: an organizational justice perspective”, Personnel Review, 33(1), pp. 8-29, 2004.

McFarlin, D. B., Sweeney, P. D., “Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes”, Academy of Management Journal, 35(3), 626-637, 1992.

Meyer J. P., Allen N. J., “A three-component conceptualization of organizational commitment”, Human Resource Management Review, 1, pp.

61-89, 1991.

Meyer, J. P., Allen N. J., Smith, C. A., “Commitment to organizational and occupations: Extension and test of a three-component conceptualization”, Journal of Applied Psychology, 78, pp. 538-551, 1993.

Morgan, R. M., Hunt, S. D., The commitment-trust theory of relationship marketing, Journal of Marketing, 58, pp. 20-38, 1994.

Morrison, E. W., “Organizational citizenship behavior as a critical link between HRM practices and service quality”, Human Resource management, 35, pp.

493-512, 1996.

Mulaik, S. A., James, L. R.,Van Alstine, J., Bennett, N., Lind, S. Y., Stilwell, C.

D., “Evaluation of goodness of fit indices for structural equation models”, Psychological Bulletin, 105, pp. 430-445, 1989.

Münch, R., Sociological Theory: From the 1850s to the Present, Chicago:

Nelson-Hall, Publishers, 1993.

Neter, J, Kutner M. H., Nachtsheim, C. J., Wasserman W, Applied Linear Statistical Models, fourth edition, Richard D. Irwin, Inc., Illinois, USA, 1996.

Nicholson,C.T., Compeau,L.F. and Sethi, R. “The role of interpersonal liking in building trust in long-term channel relationships”, Journal of Academy of Marketing Science, 29(1), pp. 3-15, 2001.

Noe R. A., Employee Training and Development, Irwin/McGraw-Hill, 2005.

Nunnally, J. C., Psychometric Theory, N. Y. : McGraw-Hill, 1978.

Organ, D. W., “The motivational bsis of organizational citizenship behavior”, In Cummings, L. L. & Straw, B. M. (Eds.), Research in Organizational Behavior (Vol. 12, pp. 43-72). Greenwich, CT: JAI Press, 1990.

Organ, D. W., Konovsky, M. A., “Cognitive versus affective determinants of organizational citizenship behavior”, Journal of Applied Psychology, 74, pp.

157-164, 1989.

Organ, D.,W., Organizational Citizenship Behavior, Lexington, MA: Lexington, 1988.

Robinson, S. L, “Trust and breach of the psychological contract”, Administrative Science Quarterly, 41(4), pp. 10, 1997.

Segars, A. H, “Assessing the unidimensionality of measurement: a paradigm and illustration within the context of information systems research”, Omega, 25(1), pp. 107, 1997.

Seibert, S. E., Kraimer, M. L., Liden R. C. “A social capital theory of career success”, Academy of Management Journal, 44(2), pp. 219-237, 2003.

Settoon, R. P., Bennett, N., Liden, R. C., “Social exchange in organizations:

Perceived organizational support, leader-member exchange, and employee reciprocity”, Journal of Applied Psychology, 81(3), pp. 219-227, 1996.

fairness”, Social Justice Research, 1, pp. 161-176, 1987.

Smith, P. C., Kendall, L. M., Hulin, C. L., The Measurement of Satisfaction in Work and Retirement, Rand McNally, Chicago, 1969.

Tansky, J. W., Cohen, D. J., “The relationship between organizational support, employee development, and organizational commitment: an empirical study”, Human Resource Development Quarterly, 12(3), pp. 285-300, 2001.

Thibaut and Walker, Procedural Justice: A Psychological Analysis, Erlbaum, Hillsdale, NJ., 1975.

Tremblay, M., Sire, B., Pelchat, A., “A study of the determinants and of the impact of flexibility on employee benefit satisfaction”, Human Relations, 51, pp. 667-688, 1998.

Tyler, T. R., Bies, R. J., “Beyond formal procedures: the interpersonal context of procedural justice”, in Carroll, J. S. (Ed.), Applied Social Psychology and

在文檔中訓練與發展程序公平知覺：量表建構及其對員工態度之影響 (頁 63-81)

第五章 討論與建議

5.3 研究限制與未來研究建議

參考文獻

第五章討論與建議