Survivor’s Organizational Justice Perception, Organizational Commitment and Turnover Intention：The Moderating
林欣文、盧建中
E-mail: 322144@mail.dyu.edu.tw
ABSTRACT
In response to the financial crisis 2008 to the impact of enterprise, lots of organizations choose to downsizing achieve reduced size of the organization, the purpose of saving personnel costs, in order to organize to survive. Downsizing is also considered to reduce redundancy, the best way to maintain the best workforce. Is the supervisor accordance with the contribution of employees, work performance to determine who is to leave the victims and who are able to stay in the survivors during downsizing? When the company announced layoffs in the news, and whether employees were timely, accurate, and reliable communication? Whether the employees understand the purpose of layoffs, thus reducing the negative effects of downsizing? The purpose of this study is to investigate downsizing business cases, the relationships between survivors' organizational justice perceptions, organizational
commitment and quality of communication. We use purposive sampling method to collect data and the population is 6 months have been laid-off company. Issue a formal questionnaire 239, including 27 invalid question-naires, 212 valid questionnaires. According to hierarchical regression analysis, organi-zational justice and organizational commitment was positively related. Quality of
com-munication on between organizational justice and organizational commitment moderated, and strengthen the relationship.
Keywords : organizational justice、organizational commitment、communication quality、turnover intention Table of Contents
中文摘要 ．．．．．．．．．．．．．．．．．．．．．iii 英文摘要 ．．．．．．．．．．．．．．．．．．．．
．iv 誌謝詞 ．．．．．．．．．．．．．．．．．．．．．v 內容目錄 ．．．．．．．．．．．．．．．．．．．
．．vi 表目錄 ．．．．．．．．．．．．．．．．．．．．．viii 圖目錄 ．．．．．．．．．．．．．．．．．
．．．．ix 第一章 緒論．．．．．．．．．．．．．．．．．．．1 第一節 研究背景與動機．．．．．．．
．．．．．1 第二節 研究目的．．．．．．．．．．．．．．．3 第三節 研究流程．．．．．．．．．．．．．
．．3 第二章 文獻探討．．．．．．．．．．．．．．．．．5 第一節 組織公平．．．．．．．．．．．．
．．．5 第二節 組織承諾．．．．．．．．．．．．．．．8 第三節 溝通品質．．．．．．．．．．．．．．．10 第四節 離職傾向．．．．．．．．．．．．．．．12 第三章 研究方法．．．．．．．．．．．．．．．．．14 第一節 研究架構．．．．．．．．．．．．．．．14 第二節 研究對象與程序．．．．．．．．．．．．15 第三節 研究變項與定義衡量．．．．．．．．．．16 第四節 資料分析方法．．．．．．．．．．．．．18 第五節 預試結果分析
．．．．．．．．．．．．．19 第四章 資料分析．．．．．．．．．．．．．．．．．25 第一節 敘述性統計分析．
．．．．．．．．．．．25 第二節 信度分析．．．．．．．．．．．．．．．30 第三節 因素分析．．．．．．．．．．
．．．．．34 第四節 相關分析．．．．．．．．．．．．．．．40 第五節 迴歸分析．．．．．．．．．．．．．．．41 第五章 結論．．．．．．．．．．．．．．．．．．．47 第一節 研究討論．．．．．．．．．．．．．．．47 第二 節 管理意涵．．．．．．．．．．．．．．．48 第三節 研究限制與建議．．．．．．．．．．．．50 參考文獻 ．．．
．．．．．．．．．．．．．．．．．．52 附錄A 問卷 ．．．．．．．．．．．．．．．．．．．61 REFERENCES
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