The relationships of perceived organizational support, task performance amd organizational commitmen
林佳新、童惠玲
E-mail: 324259@mail.dyu.edu.tw
ABSTRACT
Base on the concept of social exchange theory, this study discusses two processes in which perceived organizational support lead to organizational commitment and to task performance, respectively. This study also examines the moderating effect of power distance and equity sensitivity on these two direct causal relationships. Drawing on sample of 135 supervisor-subordinate dyads from
manufacture industry and service organization, we measured constructs with different sources in order to reduce the possibility of same source bias. To enhance the clarity of the causal relationship among variables of this present study, questionnaires were distributed at three time points（e.g., employees rated their perceived organizational support in T1, power distance and equity sensitivity in T2, organizational commitment in T3, while supervisors rated employee’s task performance at the same T3）. The moderating effects of power distance and equity sensitivity on generally well established relationships between perceived
organizational support and task performance and organizational commitment was examined. Results showed that both power distance and equity sensitivity altered relationships of perceived organizational support to task performance and to organizational commitment, respectively, in that the relationship of perceived organizational support to organizational commitment was stronger for individuals scoring low on power distance, while the relationship of perceived organizational support to task performance was stronger for individuals scoring high on equity sensitivity(entitled).
Keywords : Perceived Organizational Support、Organizational Commitment、Power Distance、Equity Sensitivity、Task Performance
Table of Contents
封面內頁 簽名頁 授權書………iii 中文摘要………
………iv 英文摘要………v 誌謝………
………vi 目錄………vii 圖目錄………
………x 表目錄………xi 第一章 緒論 第一節 研究動機……… 1 第二節 研究目的……… 3 第二 章 文獻探討 第一節 知覺組織支持對任務績效……… 4 第二節 知覺組織支持對組織承諾………
……… 5 第三節 權力距離調節影響……… 7 第四節 公平敏感度調節影響………
……… 9 第三章 研究方法 第一節 研究架構……… 12 第二節 研究假設…
……… 13 第三節 研究對象與施測過程……… 13 第四節 變項 衡量……… 15 第五節 資料分析……… 17 第四章 研究結果 第一節 描述性統計……… 18 第二節 驗證性分析………
……… 20 第三節 相關分析……… 21 第四節 層級迴歸分析………
……… 22 第五節 知覺組織支持的主要效果……… 23 第六節 權力距離的調節效果………
……… 24 第七節 公平敏感度的調節效果……… 25 第五章 建議與結論 第一節 理 論意涵……… 27 第二節 管理意涵……… 28 第三 節 研究限制與後續研究……… 29 第四節 結論……… 29 參考文獻 ……… 31 附件A 問卷………
… 40 附件B 問卷……… 43 附件C 問卷………
……… 45 圖目錄 圖 1. 研究架構………12 圖 2. 知覺組織支織與權力距離交互 效果對組織承諾之散佈圖……25 圖 3. 知覺組織支持與公平敏感度交互效果對任務績效之散佈圖…26 表目錄 表 1. 基本人口 統計分析………18 表 2. 本研究變項量測模式比較表………
…21 表 3. 本研究變項之敘述統計與相關分析表………22 表 4. 層級迴歸分析表………
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