The Moderating Effect of Organizational Justice and Emotional Intelligence on the Relationship between Organizational...
陳瑞銘、陳木榮
E-mail: 9607419@mail.dyu.edu.tw
ABSTRACT
In-role behavior of employees could be managed by the regular behavioral norm, but the Organizational Citizenship Behaviors (OCB) are spontaneous behaviors beyond formal organizational legitimate system, and in the aggregate, promote effective
functioning of the organization. These informal organizational behaviors are not usually captured by traditional job descriptions and thus are more likely to be influenced by employees’ psychological state. In general, the employee who has higher attachment and the Organizational Commitment (OC) to organization will show more OCB. There were also lots of researches indicate that OC has significance influence on OCB. To understand the antecedents of OC, we could pay attention to employee’s the emotional quotient and their perceived organizational justice. Samples of this study were collected from the employees in Taiwan area. Total sample size was 485 consumers. We find organizational justice not only influncence emotional quotient but also moderate
organizational commitment and organizational citizenship behavior indirectly.
Keywords : organizational justice ; emotional quotient ; organizational commitment ; organizational citizenship behavior Table of Contents
內容目錄 中文摘要 ．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．．．
． iv 誌謝辭 ．．．．．．．．．．．．．．．．．．． 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 研究問題與目的．．．．．．．．．．．． 3 第三節 研究對象與限制．．．．．．．．．．．． 4 第二章 文獻探 討與推演假設．．．．．．．．．． 5 第一節 組織承諾．．．．．．．．．．．．．．． 5 第二節 組織公民行為
．．．．．．．．．．．．． 11 第三節 組織正義．．．．．．．．．．．．．．． 13 第四節 情緒商數．．．．
．．．．．．．．．．． 20 第三章 研究方法．．．．．．．．．．．．．．． 25 第一節 研究架構．．．．．．
．．．．．．．．． 25 第二節 假設推導．．．．．．．．．．．．．．． 25 第三節 研究構面操作性定義．．．
．．．．．．． 27 第四節 問卷抽查對象．．．．．．．．．．．．． 33 第五節 資料分析方法．．．．．．．．
．．．．． 33 第四章 研究結果與分析．．．．．．．．．．．．．． 37 第一節 樣本結構分析．．．．．．．．
．．．．． 37 第二節 樣本與資料蒐集．．．．．．．．．．．． 38 第三節 信度與效度分析．．．．．．．．．
．．． 42 第四節 多變量檢定．．．．．．．．．．．．．． 50 第五節 人口統計變數對各變數間之差異性分析．
． 51 第六節 相關分析．．．．．．．．．．．．．．． 54 第七節 組織承諾對組織公民行為之影響分析．．． 56 第八節 組織正義對組織承諾與組織公民行為間之干 擾效果．．．．．．．．．．．．．．．． 58 第九節 情緒商數對組織承諾與組織公民行為間之干 擾效果．．．．．．．．．．．．．．．． 61 第十節 研 究結果．．．．．．．．．．．．．．． 65 第五章 結論與建議．．．．．．．．．．．．．． 66 第一節 研究結 論．．．．．．．．．．．．．．． 66 第二節 檢討與建議．．．．．．．．．．．．．． 67 參考文獻 ．．．．．
．．．．．．．．．．．．．． 68 附錄 研究問卷．．．．．．．．．．．．．．．．．．76 REFERENCES
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