Responsive image
博碩士論文 etd-0906119-182024 詳細資訊
Title page for etd-0906119-182024
論文名稱
Title
分配公平與離職傾向、時間竊盜及工作滿意度之研究:以主管與部屬交換關係及情緒不確定性為調節變項
The Relationship among Distributive Justice, Turnover Intention, Time Theft, and Job Satisfaction: LMX and Emotional Uncertainty as Moderators
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
56
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2019-09-05
繳交日期
Date of Submission
2019-10-06
關鍵字
Keywords
工作滿意度、情緒不確定性、不確定性管理理論、主管與部屬交換關係、時間竊盜、離職傾向、分配公平
Uncertainty Management Theory, Emotional Uncertainty, Leader-Member Exchange, Job Satisfaction, Distributive Justice, Turnover Intention, Time Theft
統計
Statistics
本論文已被瀏覽 5761 次,被下載 0
The thesis/dissertation has been browsed 5761 times, has been downloaded 0 times.
中文摘要
本研究以「不確定性管理理論」觀點切入,探討分配公平對於離職傾向、時間竊盜及工作滿意度的影響,以及不確定性因素LMX(情境因素)、情緒不確定性(特質因素)在此歷程中的調節效果。綜觀過去研究,多著重在單一來源不確定性因素的探討,因此本研究同時加入兩種不確定性來源因素,進一步探討其交互作用對公平效果的影響。本研究在兩個時間點蒐集台灣企業組織在職員工資訊,共計回收242份有效問卷。迴歸階層結果發現:一、分配公平確實可預測員工的離職傾向、工作滿意度;二、當員工LMX品質低(高不確定性)時,分配公平對於員工的離職傾向具有顯著的正向調節效果、對於員工的工作滿意度則具有顯著的負向調節效果;三、員工情緒不確定性,在分配公平與離職傾向之間雖具有顯著的正向調節效果,但與本研究原先之推論相反。最後,針對主要發現與研究限制進行討論,並提出未來研究之建議。
Abstract
This study adopts the perspective of the “Uncertain Management Theory” to explore the influence of distributive justice on turnover intention, time theft, and job satisfaction. Due to past research mostly focused on the discussion of uncertain factors in a single source, this study includes two sources of uncertainty and further explores the impact of interaction on fairness. The current study examines the moderating effects of uncertainty factors – LMX (situational factor), and emotional uncertainty (trait factor) – on the relationship between distributive justice and outcome variables. This study collects data from the employees of Taiwanese organizations at two-time points and receives 242 valid questionnaires. The result of the regression analyzes has pointed out that distributive justice predicts employee turnover intention and job satisfaction. Besides, when LMX quality is low (high uncertainty), distributive justice significantly and negatively relates to turnover intention and job satisfaction. Moreover, low emotional uncertainty strengthens the negative relationship between distributive justice and turnover intention, and it is contrary to the original hypothesis of this study. Overall, the current study discusses the main findings and research limitations and provide suggestions for future researchers.
目次 Table of Contents
論文審定書 i
中文摘要 ii
Abstract iii
目錄 ⅳ
圖表次 ⅴ
表目次 ⅴi
第一章 緒論 1
第二章 文獻回顧 6
第一節 分配公平(Distributive Justice) 6
第二節 不確定性管理理論(Uncertainty management theory) 10
第三章 研究方法 15
第一節 研究樣本與問卷發放程序 15
第二節 研究工具 17
第四章 研究成果 19
第一節 驗證性因素分析 19
第二節 信度分析、描述性統計及相關分析 19
第三節 研究假設驗證 22
第五章 結論與建議 26
第一節 研究結論 26
第二節 研究限制與未來研究方向 29
第三節 理論貢獻與實務意涵 31
參考文獻 33
附錄 44
參考文獻 References
一、中文部分
吳宗祐、徐瑋伶、鄭伯壎 (2002)。 怒不可遏或忍氣吞聲: 華人企業主管威權領導與部屬憤怒反應。本土心理學研究(18),頁 3-49。
吳宗祐、廖紘億 (2013)。 華人威權領導總是導致部屬負面結果嗎?由「不確定管理理論」探討威權領導對分配不公平與程序不公平之交互作用與部屬工作滿意度之關係的調節效果, 55(1),頁 1-22。
卓正欽(2000)。組織中分配正義與程序正義對員工組織承諾,工作滿意及離職傾向之影響─以會計師事務所為探討對象。國立臺灣大學商學研究所,台北市。
林楊貴(2012)。賦權、組織公平對工作滿意度影響之研究-以職涯不確定性為調節變項。國立臺灣科技大學企業管理系,台北市。
林鉦棽(1996)。組織公正、信任、組織公民行為之研究 : 社會交換理論之觀點。管理科學學報, 13卷(3期),頁391-415。
張瑞當、徐漢祥、倪豐裕 (2001)。 公平性認知對組織成員工作滿意度與組織承諾影響之實證研究。中山管理評論, 9卷(1期),頁 頁135-163。
彭台光、高月慈、林鉦棽 (2006)。 管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報, 23(1),頁 77-98。
黃家齊 (2002)。 人力資源管理活動認知與員工態度、績效之關聯性差異分析--心理契約與社會交換觀點。管理評論, 21卷(4期),頁 頁101-127。
廖紘億、郭洧棋、吳宗祐 (2014)。 主管支持如何造就滿意員工?不確定管理理論的觀點。人力資源管理學報, 14卷(1期),頁23-52。

二、英文部分
Adams, J. S. (1965). Inequity in social-exchange. Advances in Experimental Social Psychology, 2(4), 267-299.
Adams, J. S., & Freedman, S. (1976). Equity theory revisited: Comments and annotated bibliography. In Advances in experimental social psychology (Vol. 9, pp. 43-90): Elsevier.
Alexander, S., & Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social justice research, 1(2), 177-198.
Ambrose, M. L., & Arnaud, A. (2005). Are procedural justice and distributive justice conceptually distinct?
Andrews, M. C., & Kacmar, K. M. (2001). Confirmation and extension of the sources of feedback scale in service-based organizations. The Journal of Business Communication (1973), 38(2), 206-226.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-360.
Blau, P. M. (1964). Exchange and Power in Social Life: Transaction Publishers.
Bozeman, D. P., & Perrewe, P. L. (2001). The effect of item content overlap on organizational commitment questionnaire-turnover cognitions relationships. Journal of Applied Psychology, 86(1), 161-173.
Brashear, T. G., Manolis, C., & Brooks, C. M. (2005). The effects of control, trust, and justice on salesperson turnover. Journal of Business Research, 58(3), 241-249.
Brockner, J., & Wiesenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. Psychological Bulletin, 120(2), 189-208.
Brooke, P. P., Russell, D. W., & Price, J. L. (1988). Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment. Journal of Applied Psychology, 73(2), 139.
Brower, H. H., Schoorman, F. D., & Tan, H. H. (2000). A model of relational leadership: The integration of trust and leader-member exchange. Leadership Quarterly, 11(2), 227-250.
Campbell, N. S., Perry, S. J., Maertz, C. P., Allen, D. G., & Griffeth, R. W. (2013). All you need is ... resources: The effects of justice and support on burnout and turnover. Human Relations, 66(6), 759-782.
Clark, A. E. (1997). Job satisfaction and gender: why are women so happy at work? Labour economics, 4(4), 341-372.
Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
Colquitt, J. A., Scott, B. A., Judge, T. A., & Shaw, J. C. (2006). Justice and personality: Using integrative theories to derive moderators of justice effects. Organizational Behavior and Human Decision Processes, 100(1), 110-127.
Cranny, C., Smith, P. C., & Stone, E. (1992). Job satisfaction: How people feel about their jobs.
Daileyl, R. C., & Kirk, D. J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations, 45(3), 305-317.
De Cremer, D., & Sedikides, C. (2005). Self-uncertainty and responsiveness to procedural justice. Journal of Experimental Social Psychology, 41(2), 157-173.
Desai, S. D., Sondak, H., & Diekmann, K. A. (2011). When fairness neither satisfies nor motivates: The role of risk aversion and uncertainty reduction in attenuating and reversing the fair process effect. Organizational Behavior and Human Decision Processes, 116(1), 32-45.
Deutsch, M. (1975). Equity, equality, and need - what determines which value will be used as basis of distributive justice. Journal of Social Issues, 31(3), 137-149.
Diekmann, K. A., Barsness, Z. I., & Sondak, H. (2004). Uncertainty, fairness perceptions, and job satisfaction: A field study. Social justice research, 17(3), 237-255.
Elovainio, M., van den Bos, K., Linna, A., Kivimaki, M., Ala-Mursula, L., Pentti, J., & Vahtera, J. (2005). Combined effects of uncertainty and organizational justice on employee health: Testing the uncertainty management model of fairness judgments among Finnish public sector employees. Social Science & Medicine, 61(12), 2501-2512.
Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader-member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2013). The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda. Human Resource Management Review, 23(4), 341-353.
Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader-member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827-844.
Glebbeek, A. C., & Bax, E. H. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47(2), 277-286.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
Graen, G. B., & Uhlbien, M. (1995). Relationship - based approach to leadership - development of leader-member exchange (LMX) theory of leadership over 25 years - applying a multilevel multidomain perspective. Leadership Quarterly, 6(2), 219-247.
Greco, V., & Roger, D. (2001). Coping with uncertainty: the construction and validation of a new measure. Personality and Individual Differences, 31(4), 519-534.
Greenberg, J. (1987). Reactions to procedural injustice in payment distributions - do the means justify the ends. Journal of Applied Psychology, 72(1), 55-61.
Greenberg, J. (1990). Organizational justice - yesterday, today,and tomorrow. Journal of Management, 16(2), 399-432.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463-488.
Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11(1), 30-42.
Harris, K., & Kacmar, M. (2003). An Investigation of Supervisor Contructs as Buffers on the Perceptions of Politics-Strain Relationship. Paper presented at the Southern Management Association 2003 Meeting.
Huo, Y. J., Smith, H. J., Tyler, T. R., & Lind, E. A. (1996). Superordinate identification, subgroup identification, and justice concerns: Is separatism the problem; is assimilation the answer? Psychological science, 7(1), 40-45.
Hur, W. M., Rhee, S. Y., & Ahn, K. H. (2016). Positive psychological capital and emotional labor in Korea: the job demands-resources approach. International Journal of Human Resource Management, 27(5), 477-500.
Isen, A. M., & Daubman, K. A. (1984). The influence of affect on categorization. Journal of Personality and Social Psychology, 47(6), 1206.
Isen, A. M., & Levin, P. F. (1972). Effect of feeling good on helping: cookies and kindness. Journal of Personality and Social Psychology, 21(3), 384.
Kacmar, K. M., Bozeman, D. P., Carlson, D. S., & Anthony, W. P. (1999). An examination of the perceptions of organizational politics model: Replication and extension. Human Relations, 52(3), 383-416.
Kacmar, K. M., Witt, L. A., Zivnuska, S., & Gully, S. M. (2003). The interactive effect of leader-member exchange and communication frequency on performance ratings. Journal of Applied Psychology, 88(4), 764-772.
Kausto, J., Elo, A. L., Lipponen, J., & Elovainio, M. (2005). Moderating effects of job insecurity in the relationships between procedural justice and employee well-being: Gender differences. European Journal of Work and Organizational Psychology, 14(4), 431-452.
Krischer, M. M., Penney, L. M., & Hunter, E. M. (2010). Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of occupational health psychology, 15(2), 154.
Lambert, E. G., Hogan, N. L., & Barton, S. M. (2001). The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. The Social Science Journal, 38(2), 233-250.
Leventhal, G. S. (1976). The distribution of rewards and resources in groups and organizations. In Advances in experimental social psychology (Vol. 9, pp. 91-131): Elsevier.
Leventhal, G. S. (1980). What should be done with equity theory? In Social exchange (pp. 27-55): Springer.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. Research in personnel and human resources management, 15, 47-120.
Lim, V. K. G. (2002). The IT way of loafing on the job: cyberloafing, neutralizing and organizational justice. Journal of Organizational Behavior, 23(5), 675-694.
Lind, E. A., & van den Bos, K. (2002). When fairness works: Toward a general theory of uncertainty management. Research in Organizational Behavior, Vol 24, 24, 181-223.
Loi, R., Hang‐Yue, N., & Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101-120.
Lorinkova, N. M., & Perry, S. J. (2017). When is empowerment effective? The role of leader-leader exchange in empowering leadership, cynicism, and time theft. Journal of Management, 43(5), 1631-1654.
Lowe, R. H., & Vodanovich, S. J. (1995). A field-study of distributive and procedural justice as predictors of satisfaction and organizational commitment. Journal of Business and Psychology, 10(1), 99-114.
Martin, C. L., & Bennett, N. (1996). The role of justice judgments in explaining the relationship between job satisfaction and organizational commitment. Group & Organization Management, 21(1), 84-104.
Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(4), 738-748.
McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 626-637.
Milliken, F. J. (1987). Three types of perceived uncertainty about the environment: State, effect, and response uncertainty. Academy of Management review, 12(1), 133-143.
Molm, L. D., & Cook, K. S. (1995). Social exchange and exchange networks. Sociological perspectives on social psychology, 2, 209-235.
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors - do fairness perceptions influence employee citizenship. Journal of Applied Psychology, 76(6), 845-855.
Necowitz, L. B., & Roznowski, M. (1994). Negative affectively and Job-satisfaction - cognitive-processes underlying the relationship and effects on employee behaviors. Journal of vocational behavior, 45(3), 270-294.
Ng, T. W., & Butts, M. M. (2009). Effectiveness of organizational efforts to lower turnover intentions: The moderating role of employee locus of control. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 48(2), 289-310.
Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
Oreg, S. (2006). Personality, context, and resistance to organizational change. European Journal of Work and Organizational Psychology, 15(1), 73-101.
Pfeffer, J. (1994). Competitive advantage through people. California management review, 36(2), 9.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Poon, J. M. L. (2012). Distributive Justice, Procedural Justice, Affective Commitment, and Turnover Intention: A Mediation-Moderation Framework. Journal of Applied Social Psychology, 42(6), 1505-1532.
Ramamoorthy, N., & Flood, P. C. (2004). Gender and employee attitudes: The role of organizational justice perceptions. British Journal of Management, 15(3), 247-258.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572.
Rosen, C. C., Harris, K. J., & Kacmar, K. M. (2011). LMX, Context Perceptions, and Performance: An Uncertainty Management Perspective. Journal of Management, 37(3), 819-838.
Scandura, T. A., & Graen, G. B. (1984). Moderating effects of initial leader member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69(3), 428-436.
Smith, P. C. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes.
Soltis, S. M., Agneessens, F., Sasovova, Z., & Labianca, G. (2013). A Social Network Perspective on Turnover Intentions: The Role of Distributive Justice and Social Support. Human Resource Management, 52(4), 561-584.
Takeuchi, R., Chen, Z. J., & Cheung, S. Y. (2012). Applying uncertainty management theory to employee voice behavior : an integrative investigation. Personnel Psychology, 65(2), 283-323.
Tangirala, S., & Alge, B. J. (2006). Reactions to unfair events in computer-mediated groups: A test of uncertainty management theory. Organizational Behavior and Human Decision Processes, 100(1), 1-20.
Thau, S., Aquino, K., & Wittek, R. (2007). An extension of uncertainty management theory to the self: The relationship between justice, social comparison orientation, and antisocial work behaviors. Journal of Applied Psychology, 92(1), 250-258.
Thau, S., Bennett, R. J., Mitchell, M. S., & Marrs, M. B. (2009). How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective. Organizational Behavior and Human Decision Processes, 108(1), 79-92.
Thayer, P. W. (1994). Justice in the Workplace: Approaching Fairness in Human Resource Management. Personnel Psychology, 47(1), 201.
Thoresen, C. J., Kaplan, S. A., Barsky, A. P., Warren, C. R., & de Chermont, K. (2003). The affective underpinnings of job perceptions and attitudes: A meta-analytic review and integration. Psychological Bulletin, 129(6), 914-945.
Tiedens, L. Z., & Linton, S. (2001). Judgment under emotional certainty and uncertainty: The effects of specific emotions on information processing. Journal of Personality and Social Psychology, 81(6), 973-988.
Tyler, T. R., & Lind, E. A. (1992). A RELATIONAL MODEL OF AUTHORITY IN GROUPS. Advances in Experimental Social Psychology, 25, 115-191.
Van den Bos, K. (2001). Reactions to perceived fairness: The impact of mortality salience and self-esteem on ratings of negative affect. Social justice research, 14(1), 1-23.
van den Bos, K. (2001). Uncertainty management: The influence of uncertainty salience on reactions to perceived procedural fairness. Journal of Personality and Social Psychology, 80(6), 931-941.
van den Bos, K., Ham, J., Lind, E. A., Sinionis, M., van Essen, W. J., & Rijpkema, M. (2008). Justice and the human alarm system: The impact of exclamation points and flashing lights on the justice judgment process. Journal of Experimental Social Psychology, 44(2), 201-219.
van den Bos, K., & Lind, E. A. (2002). Uncertainty management by means of fairness judgments. In M. P. Zanna (Ed.), Advances in Experimental Social Psychology, Vol 34 (Vol. 34, pp. 1-60). San Diego: Elsevier Academic Press Inc.
van den Bos, K., & Miedema, J. (2000). Toward understanding why fairness matters: The influence of mortality salience on reactions to procedural fairness. Journal of Personality and Social Psychology, 79(3), 355-366.
van Dijke, M., De Cremer, D., Mayer, D. M., & Van Quaquebeke, N. (2012). When does procedural fairness promote organizational citizenship behavior? Integrating empowering leadership types in relational justice models. Organizational Behavior and Human Decision Processes, 117(2), 235-248.
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: the PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063.
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus:開放下載的時間 available 2024-10-06
校外 Off-campus:開放下載的時間 available 2024-10-06

您的 IP(校外) 位址是 3.91.19.28
現在時間是 2024-03-29
論文校外開放下載的時間是 2024-10-06

Your IP address is 3.91.19.28
The current date is 2024-03-29
This thesis will be available to you on 2024-10-06.

紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 2024-10-06

QR Code