||The major purpose of this research is to use three mental factors of job satisfaction、job stress and organizational commitment for examining the existence of mediating effects in between perceptions of organization politics and job performance. Reviewing many articles in the field of organizational behavior, the interior employees’ job performance were mostly contributed to individual differences as capabilities and personalities, however, such variables could only explain partial differences in job performance. Except of individuals, the influence on job performance may include organizational structure, management system even though various outside or other factors. Witt found negative relationship between perceptions of organization politics and job performance in 1998, such finding broke the researchers’ limits of traditional view of combining individual capabilities or characters, searched out the new influence factor, and added new explanation of variables on job performance of organization interior employees. In the field of perceptions of organization politics, researchers kept focus on the definition of perceptions of organization politics and the relation among variables, less development in mediating effects. Therefore, this research was structured by aforesaid and Adkins’s definition in 1995 as well as relevant articles, the three pertaining to psychological level variables, job satisfaction、job stress and organizational commitment, have mediating effects between perceptions of organization politics and job performance. By finding the influence factor, for reducing the negative effects on job performance caused by perceptions of organization politics, hopping go further of submitting strategic human resource management to boost contribution on organizational performance |
This research was proceeded by questionnaire to the sampling objects of Taiwan enterprises. The results indicated job satisfaction、job stress and organization commitment have partial significant mediating effect on the relationship between job performance and‘Distance of policy and practice’, the format of perceptions of organization politics.