知覺組織支持、任務績效與組織承諾 林佳新、童惠玲
E-mail: 324259@mail.dyu.edu.tw
摘 要
基於社會交換理論的概念，本研究探討知覺組織支持分別對組織承諾和任務績效的影響，同時探討權力距離與公平敏感度 分別對前述兩種直接因果關係的調節效果。以135對主管部屬配對樣本，並採用多重資料來源跨期研究法，分別在三個不 同時間點予以測量（在第一時間點由員工評量知覺組織支持、而第二時間點為權力距離與公平敏感度、在第三時間點則為 組織承諾，而主管則評量員工任務績效），來檢驗權力距離與公平敏感度在知覺組織支持分別對任務績效以及組織承諾關 係的調節效果。研究發現權力距離和公平敏感度，改變了知覺組織支持對組織承諾和任務績效的關係。權力距離調節知覺 組織支持和組織承諾之間的關係，這種關係在個人的低權力距離呈現較強烈，而在公平敏感度調節知覺組織支持和任務績 效之間的關係，這種關係在高公平敏感度群組（當權者）呈現較強烈。
關鍵詞 : 知覺組織支持、組織承諾、權力距離、公平敏感度、任務績效 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………
………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………
………23 參考文獻
一、中文部份 陳建丞(2008)，「員工知覺的組織支持與工作績效間的中介模型研究」，管理學報，第二十五卷，第三期，309-331頁。
蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳，(2009)，「領導者上下關係認定與部屬利社會行為:權力距離之調節效果」，中華心理學刊
，51卷，第一期，121-138頁。 二、英文部份 Aranya, N., & Ferris, K. R. (1984). Arexamination of accountants organizational professional conflict. The Accounting Review, 54(1), pp.1-15. Armeil, S., Eisenberger, R., Fasolo, P. & Lynch, P. (1998). Perceived Organizational Support and Police Performance: the Moderating Influence of Socio Emotional Needs. Journal of Applied Psychology, 83(2), pp. 288-297. Aiken, L. S. & West, S. G., (1991). Multiple Regression: Testing and Interpreting Interactions. Thousand Oaks, CA: Sage, pp. 267-299. Bateman, TS, & Organ, DW.
(1983). Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee Citizenship. Academy of Management Journal,
Vol.26, pp. 587-595. Brockner, J., Ackerman, G., Greenberg, J., Gelfand, M. J.,Francesco, A. M., Chen, Z. X., Leung, K., Bierbrauer,G., Gomez, C., Kirkman, B. L., & Shapiro, D. (2001). Culture and procedural justice: The influence of power distance on reactions to voice. Journal of Experimental Social Psychology, 37: pp.300–315. Borman, W. C., & Motowidlo, S. J. (1993). Expanding the Criterion Domain to Include Elements of Context Performance. Personnel Selection in Organization, pp. 71-98. Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19, pp. 533-546. Blau, Peter M. (1964). Exchange and power in social Life, New York:John Wiley and Sons. Clugston, M., Howell, J. P., & Dorfman, P. W. (2000). Does cultural socialization predict multiple bases and foci of commitment? Journal of Management, 26, pp. 5-30. Dorfman, P. W., & Howell, J. P. (1988). Dimensions of national culture and effective leadership patterns: Hofstede revisited. Advances in International Comparative Management, 3, pp.127-150. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa,D. (1986). Perceived organizational support. Journal of Applied Psychology, 71: pp.500–507. Emerson, R. M. (1962).
Power-dependence relations. American Sociological Review, 27(1): pp.31-41. Farh, J. L., Dobbins, O. & Cheng, B. S. (1991). Culture relativity in action: A comparison of self-ratings made by Chinese and U.S. workers. Personnel Psychology, 44, pp. 129-147. Farh, J. L. , Hackett, R. D. &
Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in china:
Comparing the effects of power distance and traditionality, Academy of Management Journal, 50 , pp.715-729 Fortin, M. (2008). Perspectives on organizational justice: concept clarification, social context integration, time and links with morality. International Journal of Management Reviews, 10(2), 93-126. Folger, R., & Greenberg J. (1985). Procedural Justice: An Interpretive Analysis of Personnel Systems, Research in Personnel and Human Resources Management,1(1), pp.141-183. Frances , H. (1999). Managing knowledge workers : New skills and attitudes to unlock the intellectual capital in your organization Publisher: John Wiley & Sons, Inc. New York, NY, USA Gouldner, A.W. (1960). The norm of reciprocity:
A preliminary statement, American Sociological Review, 25, pp.161-178. Hallen, L., Johanson J., & Seyed-Mohamed N. (1991). Interfirm adaptation in business relationships, Journal of Marketing, 55: pp.29-37 Herriot, P. & Pemberton, C. (1995). New deals: the revolution in managerial Careers. Chichester: John Wiley & Sons. Hofstede, G. (1980). Motivation, leadership, and organization :Do American theories apply abroad? Organizational Dynamics, 9(1): pp.42–63. Homans, G. C. (1958). Social behavior as exchange, American Journal of Sociology, 62, pp.597-606. Homans, George Caspar. (1961). Social Behavior: Its Elementary Forms. New York: Harcourt, Brace & World. Hui, C., Lee, C., &
Rousseau, D. M. (2004). Psychological contract and organizational citizenship behavior in China: Investigating generalizability and instrumentality.
Journal of Applied Psychology, 89(2): pp.311-321. Huseman, R C., Hatfield, J.D., & Miles, E. W. (1985). Test for individual perceptions of job equity: some preliminary findings. Perceptual and Motor Skills, 61, 1055-1064 Huseman, R., Hatfield, J., & Miles, E. (1987). A new perspective on equity theory:The equity sensitivity construct, Academy of Management Review, 12, pp. 222-234. Kickul, J. & Lester, S. W. (2001). Broken promises: equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior. Journal of business and psychology, 16, pp. 191-217. Kickul J. R., Neuman, G., Parker, C. & Finkl, L. (2002). Settling the score: the role of organizational justice in the relationship between psychological contract breach and anticitizenship behavior. Employee responsibilities and rights journal, 13, pp.77-93. King, W., E. Miles, & D. Day. (1993). A Test and Refinement of the Equity Sensitivity Construct. Journal of Organizational Behavior. 67: pp.133-142.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational And Psychological Measurement, 48: pp.1075-1079. Meyer, J. P., & Allen, N. J. (1991). A three Component Conceptualization of Organizational Commitment, Human Resource Management Review, 1(1), pp.61-89. Meyer, J.P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a General Model, Human Resource Management Review, 11(3): pp.299-326 Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224–247. Mowday, R. T., Porter, L. W., & Steers, R. M., (1982).
Employee-organization linkage. New York: Academic Press. Mudrack, P. E., Mason E. S., & Stepanski K. M. (1999). Equity Sensitivity and Business Ethics, Journal of Occupational and Organizational Psychology, 72(4), pp.539-560. O’Neill, B. S. & Mone, M. A. (1998). Investigating equity sensitivity as a moderator of relations between self-efficacy and workplace attitudes. Journal of Applied Psychology, 83, 5, pp.805-816. Organ D. W. & Konovsky.M. (1989). Cognitive versus affective determinants of organizational citizenship behavior. Journal of Applied Psychology, 74:
pp. 157-164. Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: a critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26, pp. 513-564. Podsakoff, P. M., Bommer, W. H., Podsakoff, N. P., & MacKenzie, S. B., (2006). Relationships between leader reward and punishment behavior and subordinate attitudes, perceptions, and behaviors: A meta-analytic review of existing and new research. Organizational Behavior and Human Decision Processes, 99(2), 113-142. Podsakoff, P. M., MacKenzie, S. B. & Podsakoff, N. P. (2000). “Common Method Biases in Behavioral Research: A critical Review of the Literature and Recommended Remedies,” Journal of Applied Psychology, 88, pp. pp. 879-903. Porter, L., Steers, R., Mowday, R., & Boulian.
(1974).Organizational Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians”, Journal of Applied Psychology, 59, pp.603-609. Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87:
pp.698–714. Schermerhorn, J. R., Hunt, J. M., & Osborn, R.N. (2000). Managing organizational behavior (6th Ed.). New York: John Wiley &
Sons, Inc. Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1): pp.46-56.
Tornblom, K. Y., & Vermunt, R. (2007). Towards an integration of distributive justice, procedural justice, and social resource theories. Social Justice Research, 20(3), 312-335. Tyler, T. R., Lind, E. A., & Huo, Y. J. (2000). Cultural values and authority relations: The psychology of conflict resolution across cultures. Psychology, Public Police, and Law, 6: pp. 1138–1163. Lam, S. S. K., Schaubroeck, J., & Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: A cross-national study. Journal of Organizational Behavior, 23: pp.1–18. Lee, C.,
Pillutla, M., & Law, K. S. (2000). Power distance,gender and organizational justice. Journal of Management,26: pp.685–704. Wayne, Sandy J., Shore, Lynn M., & Liden, Robert C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective, Academy of Management Journal, Vol.40, pp.82-112.
