Perceived Organizational Support and Job Performance：Test of a Mediating Model of Organizational Citizenship Behavior,
吳秀文、童惠玲
E-mail: 9900373@mail.dyu.edu.tw
ABSTRACT
Bateman and Organ (1983) indicated that the strength of perceived organizational support and the obligation to reciprocate with high performance increase with the satisfaction of socioemotional needs. The subordinates encouraged by the heigh perceived organizational support would exchange with work effort and affective commitment (Wayne, Shore and Liden, 1997; Bateman and Organ, 1983; Organ and Konovsky, 1989). Three mechanisms developed, organizational citizenship behavior, trust, and job strains, respectively, applied with both social exchange theory and affective events theory in this study are used to explain how and why organizational support enhances employees’ job performance. A contingency model describing the mediation effect of
organizational citizenship behavior, trust, and job strains, respectively, on the perceived organizational support and job performance was proposed and tested. A survey research by distributing questionnaires to superviors and their subordinates was conducted using a sample of three kinds of industries including manufacturing industry, financial industry and service industry. Data were collected at three points in time from 79 companies including 360 employees. Confirmatory factor analysis (CFA) and multiple regression technique were used to analyze the data and evaluate the research model. The results of this study showed that perceived
organizational support is positively related to job performance as well as organizational citizenship behavior, trust, and job strains, respectively, has the mediation effect of perceived organizational support on job performance.
Keywords : perceived organizational support ; job performance ; organizational citizenship behavior ; trust ; job strains Table of Contents
中文摘要 ．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．．．．．．
iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．． vi 內容目錄 ．．．．．．．．．．．．．．．．．．．．．
vii 表目錄 ．．．．．．．．．．．．．．．．．．．．． ix 圖目錄 ．．．．．．．．．．．．．．．．．．．
．． x 第一章 緒論．．．．．．．．．．．．．．．．．．． 1 第一節 研究動機與目的．．．．．．．．
．．．． 1 第二節 研究問題．．．．．．．．．．．．．．． 4 第二章 文獻探討．．．．．．．．．．．．
．．．．． 6 第一節 工作績效．．．．．．．．．．．．．．． 6 第二節 知覺組織支持．．．．．．．
．．．．．． 9 第三節 組織公民行為．．．．．．．．．．．．． 14 第四節 信任．．．．．．．．．
．．．．．．．． 17 第五節 工作壓力．．．．．．．．．．．．．．． 21 第三章 研究方法．．．．．．．
．．．．．．．．．． 25 第一節 研究架構．．．．．．．．．．．．．．． 25 第二節 研究假設．．．
．．．．．．．．．．．． 26 第三節 研究對象與抽樣．．．．．．．．．．．． 26 第四節 研究工具．
．．．．．．．．．．．．．． 28 第五節 資料處理與統計方法．．．．．．．．．． 30 第四章 統計分析與 結果．．．．．．．．．．．．．． 33 第一節 樣本資料特性．．．．．．．．．．．．． 33 第二節 描 述性統計．．．．．．．．．．．．．． 35 第三節 信效度分析．．．．．．．．．．．．．． 36 第四節 差異分析．．．．．．．．．．．．．．． 44 第五節 相關分析．．．．．．．．．．．．．．． 46 第六 節 整體模式衡量．．．．．．．．．．．．． 47 第七節 迴歸分析與假設驗證．．．．．．．．．． 54 第五 章 結論與建議．．．．．．．．．．．．．．．． 59 第一節 結論．．．．．．．．．．．．．．．．． 59 第二節 理論與管理意涵．．．．．．．．．．．． 61 第三節 研究限制與未來建議．．．．．．．．．
． 63 參考文獻 ．．．．．．．．．．．．．．．．．．．． 65 附錄A 第一階段問卷．．．．．．．．．．．．
．．． 83 附錄B 第二階段問卷．．．．．．．．．．．．．．． 90 附錄C 第三階段問卷．．．．．．．．．．
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