Value congruence, perceived organizational support, and job performance : the mediating effects of j
潘佩芸、童惠玲
E-mail: 345470@mail.dyu.edu.tw
ABSTRACT
The purpose of this study is to examine whether value congruence and perceived organizational support of employees engaged in the immediacy task, through job engagement, intrinsic motivation, and job involvement, respectively, affect task performance and organizational citizenship behavior or not. Drawing on a sample of 167 supervisor-subordinate dyads was from police officers in Taiwan. In this study, constructs with two sources (e.g. employees rated their value congruence, perceived organizational support, job engagement, intrinsic motivation, and job involvement; while supervisors rated task performance and organizational citizenship behavior.) were measured in order to reduce the possibility of same source bias. Confirmatory factor analysis and multiple regression technique were used to analyze the data and evaluate the research model. The results of this study are as follows: (1) value
congruence and perceived organizational support, respectively, has no significant influences on task performance; (2) value
congruence and perceived organizational support, respectively, has no significant influences on organizational citizenship behavior;
(3) job engagement, intrinsic motivation, and job involvement, respectively, has no mediating effect of value congruence on task performance; (4) job engagement, intrinsic motivation, and job involvement, respectively, has no mediation effect of value
congruence on organizational citizenship behavior; (5) job engagement, intrinsic motivation, and job involvement, respectively, has no mediating effect of perceived organizational support on task performance; (6) job engagement, intrinsic motivation, and job involvement, respectively, has no mediation effect of perceived organizational support on organizational citizenship behavior.
Keywords : value congruence、perceived organizational support、job engagement、task performance、organizational citizenship behavior
Table of Contents
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 研究目的．．．．．．．．．．．．．．． 3 第二章 文獻探討．．．．．．．．．．．．
．．．．． 4 第一節 價值契合度．．．．．．．．．．．．．． 4 第二節 知覺組織支持．．．．．．．
．．．．．． 5 第三節 工作績效．．．．．．．．．．．．．．． 6 第四節 工作投入之中介效果．．．
．．．．．．． 9 第五節 內在動機之中介效果．．．．．．．．．． 11 第六節 工作涉入之中介效果．
．．．．．．．．． 14 第三章 研究方法．．．．．．．．．．．．．．．．． 17 第一節 研究架構．．．．
．．．．．．．．．．． 17 第二節 研究假設．．．．．．．．．．．．．．． 18 第三節 研究對象與抽 樣程序．．．．．．．．．． 18 第四節 操作性定義．．．．．．．．．．．．．． 20 第五節 資料處理 與統計方法．．．．．．．．．． 22 第四章 統計分析與結果．．．．．．．．．．．．．． 25 第一節 樣本 資料特性．．．．．．．．．．．．． 25 第二節 敘述性統計．．．．．．．．．．．．．． 27 第三節 信效度分析．．．．．．．．．．．．．． 28 第四節 整體模式衡量分析．．．．．．．．．．． 34 第五節 相關分析．．．．．．．．．．．．．．． 36 第六節 迴歸分析．．．．．．．．．．．．．．． 37 第五章 結論與建議．．．．．．．．．．．．．．．． 47 第一節 結論．．．．．．．．．．．．．．．．． 47 第二節 理論意涵．．．．．．．．．．．．．．． 47 第三節 實務意涵．．．．．．．．．．．．．．．
50 第四節 研究限制與未來研究建議．．．．．．．． 51 參考文獻 ．．．．．．．．．．．．．．．．．．．
．． 53 附錄A 主管問卷．．．．．．．．．．．．．．．．．． 61 附錄B 員工問卷．．．．．．．．．．．．
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