彰化縣國小教師工作壓力、組織公平與組織承諾之研究 莊維仁、童惠玲
E-mail: 9601100@mail.dyu.edu.tw
摘 要
組織承諾為組織效能之指標，其亦能預測員工之工作績效， 故教師對學校的組織承諾於組織而言極其重要，工作壓力會降 低 員工的組織承諾，Greenberg (2004)強調公平便沒有壓力，其整合 分配、程序、互動公平與壓力反應的關係，即公平知 覺高則壓力 低；Judge and Colquitt (2004)指出組織不公平為壓力的來源； Aryee, Budhwar, & Chen (2002)證實組織公平顯著 的正向影響組織 承諾；Siegel et al. (2005)證實程序公平在工作－生活之衝突與組織 承諾間具干擾效果，故組織公平是否亦 於工作壓力與組織承諾間 具干擾效果，則有待研究來驗證。 本研究探討國民小學教師工作壓力、組織公平與組織承諾之 關係，除檢驗工作壓力對組織承諾之直接關係外，並驗證組織公 平之干擾效果。研究資料來自彰化縣50 所國民小學之625 位教師 ；結果顯示：(1)工作壓力對組織承諾有顯著負向預測力；(2)分配 公平與工作壓力之交互效果對組織承諾有顯著正 向預測力；(3)程 序公平與工作壓力之交互效果對組織承諾有顯著正向預測力；(4) 互動公平與工作壓力之交互效果對組織 承諾有顯著正向預測力。 即分配公平、程序公平與互動公平均能有效緩和工作壓力對組織 承諾所產生的負向預測力，分 配公平、程序公平以及互動公平在 工作壓力與組織承諾之間具有干擾效果。
關鍵詞 : 工作壓力，組織公平，分配公平，程序公平，互動公平 ，組織承諾，國小教師，干擾 目錄
封面內頁 簽名頁 授權書 ...iii 中文摘要 ...iv 英文摘要 ...v 誌謝 ...vii 目錄 ...viii 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 ...4 第三節 研究範圍與工具 ...4 第二章 文 獻探討 第一節 組織承諾 ...5 第二節 工作壓力 ...11 第三節 組織公平
...18 第四節 工作壓力、組織公平與組織承諾之相關研究 ...28 第三章 研究方法 第一節 研究架構 ...34 第二節 研究假設 ...37 第三節 研究對象及抽樣方法 ...38 第四 節 研究工具 ...39 第五節 量表信度分析 ...44 第四章 研究結果 第一節 背景變項與研 究變項之分析 ...51 第二節 背景變項於研究變項之差異 ...59 第三節 主要效果變項高低群組對組織承 諾之變異數分析 ...70 第四節 研究變項之相關 ...72 第五節 工作壓力對組織承諾之影響 ...75 第 六節 組織公平對工作壓力與組織承諾之干擾效果 ...76 第七節 實證結果 ...83 第五章 結論 第一節 結 論 ...84 第二節 建議 ...87 參考文獻 ...91 附錄一 ...103 附錄二 ...104 附錄三 ...105 附錄四 ...106
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