• 沒有找到結果。

國民中學教師反績效行為與組織公民行為關係及其影響因素之研究

N/A
N/A
Protected

Academic year: 2021

Share "國民中學教師反績效行為與組織公民行為關係及其影響因素之研究"

Copied!
31
0
0

加載中.... (立即查看全文)

全文

(1)1. 國立政治大學「教育與心理研究」 2014 年 6 月,37 卷 2 期,頁 1-31 DOI. 10.3966/102498852014063702001. 國民中學教師反績效行為與組織公民行為 關係及其影響因素之研究 吳政達*. 摘. 要. 本研究主要目的有三:評估教師反績效行為與教師組織公民行為之間的關 聯;評估個人層級前置變項,如正向情緒、責任感對教師反績效行為與教師組織公 民行為的影響,以及組織承諾對此關係的中介效果;最後,評估組織層級前置變 項,如組織公平、組織政治知覺對教師反績效行為與教師組織公民行為的影響及組 織承諾對此關係的中介效果。 本研究主要研究對象為臺灣地區國民中學教師,並以分層隨機抽樣的方式選 取受試者。研究工具之問卷內容包括兩部分,第一部分為組織與個人之前置變項 (正向情緒、責任感、組織公平、組織政治知覺)及中介變項(組織承諾);第二 部分為反績效行為與組織公民行為。所得資料以多元迴歸分析探究組織與個人之前 置變項對反績效行為與組織公民行為的預測力,再透過逐步階層迴歸分析組織承諾 在組織與個人之前置變項對反績效行為與組織公民行為關係上的中介效果。 本研究在研究變項上,納入反績效行為之探討,並加以整合教師組織公民行. *. 吳政達:國立政治大學教育學系教授 誌謝: 本研究接受國科會專題研究計畫補助(計畫編號:NSC 101-2410-H-004-125),謹此 誌謝。 電子郵件:profwuchengta@gmail.com 收件日期:2013.10.21;修改日期:2013.11.28;接受日期:2013.12.06.

(2) 2. 為,並對教師的工作表現建構一完整的實證模型架構;在研究方法上,藉由探討組 織層面及個人層面,透過組織承諾對反績效行為與組織公民行為的影響,期能建構 學校反績效行為及組織公民行為因果理論模型。研究結果發現,個人前置變項:正 向情緒、責任感;以及組織前置變項:組織公平、組織政治知覺,皆對教師組織公 民行為和反績效行為有顯著預測力,可作為有關預防和干預反績效行為的實務工作 參考。. 關鍵詞: 反績效行為、正向情緒、組織公民行為、組織公平、組織政治知覺、組織承 諾.

(3) 3. Journal of Education & Psychology June, 2014, Vol. 37 No. 2, pp. 1-31. The Relationship Between Counterproductive and Citizenship Behavior for Junior High School Teachers in Taiwan: Meditators and Its Antecedents Cheng-Ta Wu*. Abstract. The present study aims to examine the relationship between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB), the impact of the antecedents. of. individual. and. organizational. level. (e.g.. positive. emotion,. conscientiousness) on CWB and OCB of teachers, and the organizational commitment as mediators in the CWB-OCB relationship. A survey research was conducted using a sample of junior high school teachers in Taiwan. The data will be collected from raters selected by stratified random sampling. Questionnaire of the measure comprise two sections. Antecedents of individual and organizational level (e.g. positive emotion, conscientiousness, organizational justice, perceptions of organizational politics) and the mediating variables (e.g. organizational commitment) are in the first half, while items of CWB and OCB are in the second half. The collected data was analyzed through multiple-regression analysis to know if the personal antecedents and organizational antecedents have an influence on OCB and. *. Cheng-Ta Wu: Professor, Department of Education, National Chengchi University E-mail: profwuchengta@gmail.com. Manuscript received: 2013.10.21; Revised: 2013.11.28; Accepted: 2013.12.06.

(4) 4. CWB of teachers. Then we used hierarchical regression analysis to examine the mediation. effect. of. organizational. commitment. in. personal. antecedents. and. organizational antecedents toward the relationship between OCB and CWB. Personal antecedents such as positive emotions, conscientiousness; and organize antecedents including organizational justice, perceptions of organizational politics, shows high significant predictive power on OCB and CWB of teachers, to use to prevent and intervene CWB in implemental reference. The proposed analytical framework adopting CWB and OCB shows a comprehensive empirical model of teacher’s job performance. Methodologically, we a)estimate the strength of the relationship between CWB and OCB at both individual and organizational level, b)determine whether their impact on CWB and OCB is mediated by organizational commitment to build a causal model consisting of CWB-OCB at school. Moreover, based on the results of the research, there will be practical reference and implication for the prevention and intervention of counterproductive work behavior.. Keywords: counterproductive, positive emotion, citizenship behavior, organizational justice, perceptions of organizational politics, organizational commitment.

(5)

(6)

(7)

(8)

(9)

(10)

(11)

(12)

(13)

(14)

(15)

(16)

(17)

(18)

(19)

(20)

(21)

(22)

(23)

(24) 24 教育與心理研究 37 卷 2 期. 也會透過降低組織承諾的中介作用,增 加教師CWB與降低OCB。. 二、建議 本研究同時探討學校教師的OCB 與CWB表現,研究結果發現,個人前 置變項:正向情緒、責任感,以及組織 前置變項:組織公平、組織政治知覺, 皆對教師OCB和CWB有顯著預測力。 因此,就教師個人層面而言,教育行政 人員應形塑有利於促進教師正向情緒的 環境,並透過各種方式(如增能賦權) 提升教師責任感的特質,俾利學校成員 自 發 性 從 事 OCB , 同 時 降 低 CWB 表 現。 此外,若能進一步透過體察理解 教師整體工作需求,提高教師組織承 諾,亦能促使教師OCB更有效發揮、 消弭教師CWB。另就學校組織層面而 論,教育行政人員應致力於塑造組織公 平的氛圍,促進教師對組織使用公平方 式來分配報酬與對組織依據公平原則制 定決策的知覺程度有所提升,並減低組 織政治知覺對學校成員的負面影響,以 利於教師OCB的產生和CWB的降低。 同樣的,若能提高教師組織承諾,則對 提升教師OCB與降低CWB有更顯著的 影響力。. 參考文獻 吳政達(2005)。心理契約、組織公平、組. 織信任與組織公民行為之關連性研 究:以臺灣地區國民中小學學校組織 為例。行政院國家科學委員會專案研 究報告(NSC 94-2413-H-004-009)。 臺北市:國立政治大學。 【 Wu. C. T. (2005). The study of the relationships among psychological contract, organizational justice, organizational trust and organizational citizenship behavior in junior high school in Taiwan. National Science Council Research Project (NSC 94-2413-H-004009). Taipei, Taiwan: National ChengChi University.】. 吳政達、湯家偉、羅清水(2007)。心理契 約、組織公平、組織信任與OCB結構 關係之驗證:以台北地區國民中學學 校 組 織 為 例 。 教 育 政 策 論 壇 , 10 (1),133-159。 【Wu. C. T., Tang. C. W., & Luo, Q. S. (2007). The verification of a structural equation model on psychological contract, organizational justice, organizational trust and organizational citizenship behavior: An example of the junior high school organizations. Educational Policy Forum, 10(1), 133-159.】. 吳國鳳(2009)。組織政治知覺與組織承諾 關 係 之 研 究 ⎯⎯ 工 作 壓 力 之 中 介 效 果。人力資源管理學報,9(3),4565。 【Wu, K. F. (2009). Examining the mechanism linking organizational politics perceptions and organizational commitment: The mediating role of job stress. Journal of Human Resource Management, 9(3), 4565.】. 柯麗菲、黃遠僅、姚建明(2007)。服務性 企業員工OCB與組織承諾、組織公平 感關係實證研究。軟科學,2(15), 17-21。 【Ko, L. F., Huang, Y. G., & Yao, J. M. (2007). The empirical study of the relationships among organizational citizenship behavior, organizational commintment and.

(25) 國民中學教師反績效行為與組織公民行為關係及其影響因素之研究 25. organizational justice of employees in sevice enterprises. Soft Science, 2(15), 1721.】. 張永軍、廖建橋、趙君(2010)。國外組織 公民行為與反生產行為關係研究評 述。外國經濟與管理,32(5),3139。 【Chang, Y. J., Liao, Z. C., & Chao, J. (2010). The review of the relationship between organizational citizenship behavior and counterproductive behavior overseas. Foreign Economics & Management, 32(5), 31-39.】. Alexander, S., & Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social Justice Research, 1, 177-198. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18. Andrews, M. C., & Kacmar, K. M. (2001). Discriminating among organizational politics, justice, and support. Journal of Organizational Behavior, 22, 347-366. Aquino, K., Tripp, T. M., & Bies, R. J. (2001). How employees respond to personal offense: The affects of blame attribution, victim status, and offender status on revenge and reconciliation in the workplace. Journal of Applied Psychology, 86(1), 52-59. Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and job performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-30. Belschak, F. D., & Den Hartog, D. N. (2009). Consequences of positive and negative. feedback: The impact on emotions and extra-role behaviors. Applied Psychology: An International Review, 58(2), 274-303. Berry, C. M., Ones, D. S., & Sackett, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: A review and metaanalysis. Journal of Applied Psychology, 92(2), 410-424. Bettencourt, L. A., Brown, S. W., & MacKenzie, S. B. (2005). Customeroriented boundary-spanning behaviors: Test of a social exchange model of antecedents. Journal of Retailing, 81(2), 141-157. Bies, R. J., & Tripp, T. M. (2001). A passion for justice: The rationality and morality of revenge. In R. Cropanzano (Ed.), Justice in the workplace: From theory to proactive (pp. 197-208). Mahwah, NJ: Lawrence Erlbaum. Bodla, M. A., & Danish, R. Q. (2009). Politics and workplace: An empirical examination of the relationship between perceived organizational politics and work performance. South Asian Journal of Management, 16(1), 44-62. Bolton, L. R., Becker, L. K., & Barber, L. K. (2010). Big five trait predictors of differential counterproductive work behavior dimensions. Personality and Individual Differences, 49, 537-541. Borman, W. C., Penner, L. A., Allen, T. D., & Motowidlo, S. J. (2001). Personality predictors of citizenship performance. International Journal of Selection and Assessment, 9, 52-69. Bowling, N. A. (2010). Effects of job.

(26) 26 教育與心理研究 37 卷 2 期. satisfaction and conscientiousness on extra-role behaviors. Journal of Business and Psychology, 25(1), 119-130. Chang, C. H., Rosen, C. C., & Levy, P. E. (2009). The relationship between perceptions of organizational politics and employee attitudes, strain, and behavior: A meta-analytic examination. Academy of Management Journal, 52(4), 779-801. Chen, P. Y., & Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study. Journal of Occupational and Organizational Psychology, 65, 177-184. Chughtai, A., & Zafar, S. (2006). Antecedents and consequences of organizational commitment among Pakistani university teachers. Applied Human Resource Management Research, 11, 39-64. Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278321. Conlon, D. E., Meyer, C. J., & Nowakowski, J. M. (2005). How does organizational justice affect performance, withdrawal, and counterproductive behavior? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice (pp. 301-327). Mahwah, NJ: Erlbaum. Côté S., & Morgan L. M. (2002). A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit. Journal of Organizational Behavior, 23(8), 947-962. Dalal, R. S. (2005). A meta-analysis of the. relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90(6), 1241-1255. Danaeefard, H., Balutbazeh, A. E., & Kashi, K. H. A. (2010). Good soldiers' perceptions of organizational politics understanding the relation between organizational citizenship behaviors and perceptions of organizational politics: Evidence from Iran. European Journal of Economics, Finance and Administrative Sciences, 18, 146-162. Dhar, R. L. (2009). Living with organizational politics: An exploration of employee’s behavior. International Journal of Management and Innovation, 1(1), 3756. Dineen, B. R., Lewicki, R. J., & Tomlinson, E. C. (2006). Supervisory guidance and behavioral integrity: Relationships with employee citizenship and deviant behavior. Journal of Applied Psychology, 91, 622-635. Drory, A. (1993). Perceived political climate and job attitudes. Organization Studies, 14(1), 59-71. Erdheim, J., Wang, M., & Zickar, M. J. (2006). Linking the big five personality constructs to organizational commitment. Personality and Individual Differences, 41, 959-970. Farh, J., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42(3), 421-444..

(27) 國民中學教師反績效行為與組織公民行為關係及其影響因素之研究 27. Folger, R., & Baron, R. A. (1996). Violence and hostility at work: A model of reactions to perceived injustice. In G. R. VandenBos & E. Q. Bulato (Eds.), Workplace violence (pp. 51-85). Washington, DC: American Psychological Association. Folger, R., & Skarlicki, D. P. (1998). A popcorn metaphor for employee aggression. In R. W. Griffin, A. O’ Leary-Kelly, & J. M. Collins (Eds.), Dysfunctional behavior in organizations: Violent and deviant behaviors (pp. 4381). Stamford, CT: JAI Press. Fox, S., & Spector, P. E. (1999). A model of work frustration-aggression. Journal of Organizational Behavior, 20, 915-931. Fox, S., & Spector, P. E. (2006). Deviant and citizen: Same actor, two roles? In B. L. Galperin (Chair), Unmasking workplace deviance: Exploring the common threads of two faces of deviance. Symposium conducted at the annual meeting of the Academy of Management, Atlanta, GA. Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309. Fredrickson, B. L. (1998). What good are positive emotions? Review of General Psychology, 2, 173-186. Goldberg, L. R. (1999). A broad-bandwidth, public-domain, personality inventory measuring the lower-level facets of several five-factor models. In I. Mervielde, I. J. Deary, F. De Fruyt, & F.. Ostendorf (Eds.), Personality psychology in Europe (Vol. 7, pp. 7-28). Tilburg, Netherlands: Tilburg University Press. Goldberg, L. R., Zheng, L., Zhao, Y., & Liu, L. (2008). Reliability and concurrent validation of the IPIP Big-Five factor markers in China. Personality and Individual Differences, 45, 649-654. Gotsis, G. N., & Kortezi, Z. (2009). Ethical considerations in organizational politics: Expanding the perspective. Journal of Business Ethics, 93, 497-517. Gow, A. J., Whiteman, M. C., Pattie, A., & Deary, I. J. (2005). Goldberg’s “IPIP” Big-Five factor markers: Internal consistency and concurrent validation in Scotland. Personality and Individual Differences, 39, 317-329. Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75, 561-568. Greenberg, J., & Alge, B. (1998). Aggressive reactions to workplace injustice. In R. W. Griffin, A. O’Leary-Kelly, & J. Collins (Eds.), Dysfunctional behavior in organizations: 1. Violent behavior in organizations (pp. 119-145). Greenwich, CT: JAI. Greenberg, J., & Scott, K. S. (1996). Why do workers bite the hands that feed them? Employee theft as a social exchange process. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior (Vol. 18, pp. 111-156). Greenwich, CT: JAI Press. Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior..

(28) 28 教育與心理研究 37 卷 2 期. International Journal of Selection and Assessment, 11, 30-42. Hogan, J., & Ones, D. S. (1997). Conscientiousness and integrity at work. In R. Hogan, J. A. Johnson, & S. R. Briggs (Eds.), Handbook of personality psychology (pp. 849-870). San Diego, CA: Academic Press. Hunt, S. T. (2002). On the virtues of staying ‘inside of the box’ does organizational citizenship behavior detract from performance in Taylorist jobs? International Journal of Selection and Assessment, 10, 152-159. Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The Big-Five revisited. Journal of Applied Psychology, 85, 869-879. Judge, T. A., LePine, J. A., & Rich, B. L. (2006). Loving yourself abundantly: Relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance. Journal of Applied Psychology, 91, 762776. Kacmar, K. M., & Carlson, D. S. (1997). Further validation of the perceptions of politics scale (POPS): A multiple sample investigation. Journal of Management, 23(5), 627-658. Kell, H. J., & Motowidlo, S. J. (2012). Deconstructing organizational commitment: Associations among its affective and cognitive components, personality antecedents, and behavioral outcomes1. Journal of Applied Social Psychology, 42(1), 213-251. Kelloway, E. K., Francis, L., Prosser, M., &. Cameron, J. E. (2009). Counterproductive work behavior as protest. Human Resource Management Review, 20(1), 8-25. Kim, S. H., Smith, R. H., & Brigham, N. L. (1998). Effects of power imbalance and the presence of third parties on reactions to harm: Upward and downward revenge. Personality and Social Psychology Bulletin, 24(4), 353-361. Krischer, M. M., Penney L. M., & Hunter, E. M. (2010). Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of Occupational Health Psychology, 15(2), 154-166. Larsen, J. T., McGraw, A. P., & Cacioppo, J. T. (2001). Can people feel happy and sad at the same time? Journal of Personality and Social Psychology, 81, 684-696. LePine, J. A., Erez, A., & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 87, 5265. Levine, E. L. (2010). Emotion and power (as social in fluence): Their impact on organizational citizenship and counterproductive individual and organizational behavior. Human Resource Management Review, 20, 4-17. Martinko, M. J., Gundlach, M. J., & Douglas, S. C. (2002). Counterproductive workplace behavior: A causal reasoning perspective. International Journal of Selection and Assessment, 10, 36-50. McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as.

(29) 國民中學教師反績效行為與組織公民行為關係及其影響因素之研究 29. predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626-637. Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52. Miller, B. K., Rutherford, M. A., & Kolodinsky, R. W. (2008). Perceptions of organizational politics: A meta-analysis of outcomes. Journal of Business Psychology, 22, 209-222. Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855. Mount M., Ilies R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59(3), 591-622. Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556. O’Neill, O. A. (2009). Workplace expression of emotions and escalation of commitment. Journal of Applied Social Psychology, 39(10), 2396-2424. Organ, D. W. (1988). Organizational citizenship behavior: The good solider syndrome. Lexington, MA: Lexing. Books. Organ, D. W. (1997). Organizational citizenship behavior: It’s construct cleanup time. Human Performance, 10, 85-97. Organ, D. W., & Ryan, K. (1995). A metaanalytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 755-802. Organ, D. W., & Konovsky, M. (1989). Cognitive versus affective determinants of organizational citizenship behavior. Journal of Applied Psychology, 74(1), 157-164. Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behavior: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26, 513-563. Ram, P., & Prabhakar, G. V. (2010). Leadership styles and perceived organizational politics as predictors of work related outcomes. European Journal of Social Sciences, 15(1), 40-55. Randall, D. M. (1987). Commitment and the organization: The organization man revisited. Academy of Management Review. 12(3), 460-471. Randall, M. L., Cropanzano, R., Bormann, C. A., & Birjulin, A. (1999). Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior. Journal of Organizational Behavior, 20, 159-174. Redman, T., & Snap, E. (2005). I to we: The role of consciousness transformation in.

(30) 30 教育與心理研究 37 卷 2 期. compassion and altruism. Journal of Management Studies, 41(4), 915-932. Rezaiean, A., Givi, M. E., Givi, H. E., & Nasrabadi, M. B. (2010). The relationship between organizational justice and organizational citizenship behaviors: The mediating role of organizational commitment, satisfaction and trust. Research Journal of Business Management, 4, 112-120. Rosen, C. C. (2006). Politics, stress, and exchange perceptions: A dual process model relating organizational politics to employee outcomes (Unpublished doctoral dissertation). The University of Akron, Akron, OH. Rotundo, M., & Sackett, P. 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. Sackett, P. R. (2002). The structure of counterproductive work behaviors: Dimensionality and relationships with facets of job performance. International Journal of Selection and Assessment, 10, 5-11. Sackett, P. R., & DeVore, C. J. (2001). Counterproductive behaviors at work. In N. Anderson, D. Ones, C. Sinangil, & C. Viswesvaran (Eds.), International handbook of work psychology (pp. 145164). Thousand Oaks, CA: Sage. Sackett, P. R., Berry, C. M., Wiemann, S. A., & Laczo, R. M. (2006). Citizenship and counterproductive behavior: Clarifying relations between the two domains. Human Performance, 19(4), 441-464.. doi:10.1207/s15327043hup1904_7 Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43. Salgado, J. F. (2002). The Big-Five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10, 117-125. Schimmack, U. (2001). Pleasure, displeasure, and mixed feelings: Are semantic opposites mutually exclusive? Cognition & Emotion, 15(1), 81-97. Schlenker, B., Britt, T., Pennington, J., Murphy, R., & Doherty, K. (1994). The triangular model of responsibility. Psychological Review, 101(4), 632-652. Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82, 434-443. Skarlicki, D. P., Folger, R., & Tesluk, P. (1999). Personality as a moderator in the relationship between fairness and retaliation. Academy of Management Journal, 42(1), 100-108. Spector, P. E., & Fox, S. (2002). An emotioncentered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269-292. Spector, P. E., & Fox, S. (2010). Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and.

(31) 國民中學教師反績效行為與組織公民行為關係及其影響因素之研究 31. counterproductive work behavior. Human Resource Management Review, 20, 132-143. Spector, P. E., Bauer, J. A., & Fox, S. (2010). Measurement artifacts in the assessment of counterproductive work behavior and organizational citizenship behavior: Do we know what we think we know? Journal of Applied Psychology, 95(4), 781-790. Solinger, O. N., Van Olffen, W., & Roe, R. A. (2008). Beyond the three-component model of organizational commitment. Journal of Applied Psychology, 93(1), 70. Storms, P. L., & Spector, P. E. (1987). Relationships of organizational frustration with reported behavioural reactions: The moderating effects of locus of control. Journal of Occupational Psychology, 60, 227-234. Van Katwyk, P. T., Fox, S., Spector, P. E., & Kelloway, E. K. (2000). Using the jobrelated affective well-being scale (JAWS) to investigate affective responses to work stressors. Journal of Occupational Health Psychology, 5(2), 219-230. Vigoda, E. (2000). Organizational politics, job attitudes, and work outcomes: Exploration and implications for the public sector. Journal of Vocational Behavior, 57, 326-347. Vigoda-Gadot, E. (2007). Leadership style, organizational politics, and employees’ performance: An empirical examination of two competing models. Personnel Review, 36(5), 661-683. Vigoda-Gadot, E., Vinarski-Peretz, H., &. Ben-Zion, E. (2003). Politics and image in the organizational landscape: An empirical examination among public sector employees. Journal of Managerial Psychology, 18(8), 764-787. Viswesvaran, C., & Ones, D. S. (2000). Measurement error in “Big-Five Factors” personality assessment: Reliability generalization across studies and measures. Educational and Psychological Measurement, 60(2), 224235. Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063-1070. Williams, S., Pitre, R., & Zainuba, M. (2002). Justice and organizational citizenship behavior intentions: Fair rewards versus fair treatment. The Journal of Social Psychology, 142(1), 33-44..

(32)

參考文獻

相關文件

The Effect of Work Motivation on Job Satisfaction, Individual Performance and Organizational Citizenship Behavior:The Moderate Effect of Organizational Culture 頁數:60

• The unauthorized disclosure of information could be expected to have a severe or catastrophic adverse effect on organizational operations, organizational assets, or

• The unauthorized disclosure of information could be expected to have a severe or catastrophic adverse effect on organizational operations, organizational assets, or

(1996), “A Theory of Organizational Knowledge Creation,” International Journal of Technology Management, Vol. Grayson (1998), If only we knew what we know: The transfer of

The present study explores the relationship between organizational reward system, job satisfaction, organizational citizenship behavior (OCB) and organizational performance to

Regarding Flow Experiences as the effect of mediation, this study explores the effect of Perceived Organizational Support and Well-being on volunteer firemen, taking volunteer

This study aims to explore whether the service quality and customer satisfaction have a positive impact on the organizational performance of the services and whether the

Using Structural Equation Model to Analyze the Relationships Among the Consciousness, Attitude, and the Related Behavior toward Energy Conservation– A Case Study