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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠 | |
| dc.contributor.author | Ting-Huan Hsiao | en |
| dc.contributor.author | 蕭庭歡 | zh_TW |
| dc.date.accessioned | 2021-06-08T00:51:33Z | - |
| dc.date.copyright | 2015-07-20 | |
| dc.date.issued | 2015 | |
| dc.date.submitted | 2015-06-30 | |
| dc.identifier.citation | 一、中文文獻
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(1990), “Transformational leader behaviors and their effects of follower’s trust in leader, satisfaction and organizational citizenship behaviors,” The Leadership quarterly, 1 (2), 107-142 48.Podsakoff, P. M., MacKenzie, S. B., Paine, B., and Bachrach, D. (2000), “Organizational citizenship behavior: A critical review of the theoretical and empirical literature and suggestions for future research,” Journal of Management, 26 (3), 513-563. 49.Porter, L. W., and Lawer, R. E. (1973), “Organizational, work, and personal factors in employee turner and absenteeism,” Psychological Bulletin, 88, 151-176. 50.Richard Lewis (2002), “The Foreign Irrevocable Life Insurance Trust as Asset Protection: Potential for Abuse and Suggestions for Reform, Connection Insurance Law Journal Association,” Connecticut Insurance Law Journal, 9 Conn. Ins L. J 613. 51.Robbins, S. P. (1998), Organizational behavior: Concepts, controversies and applications (8th ed.), Prentice Hall International Inc. 52.Robbins, S. 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(1964), Work and motivation, NY: John Wiley & Sons. 63.Wayne, S., Shore, L., and R. Liden (1997), “Perceived Organizational Support and Leader-member Exchange: A Social Exchange Perspective,” Academy of Management Journal, 40 (1), 82-111. 64.Williams, L. J., and Anderson S. E. (1991), “Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-role Behaviors,” Journal of Management, 17 (3), 601-617. | |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/18112 | - |
| dc.description.abstract | 組織公民行為是指員工的行為超越了組織正式規範內的要求,自發性去做對 組織有益的事情,以及沒有明顯的獎勵制度給予鼓勵。組織公民行為對於組織效 能的提升有很大的幫助,但吾人對於組織中非正式團體領導者組織公民行為的影 響效果所知有限。本研究針對組織中非正式團體領導者的組織公民行為進行探 討,以瞭解其與員工行為和態度之關係,亦檢視知覺組織正義對於上述關係的可 能調節效果。
研究者透過個人關係獲得 154 份樣本,研究結果發現,非正式團體領導者的 組織公民行為與員工的組織公民行為具有正向關聯性;其次,非正式團體領導者 的組織公民行為與員工的工作滿足亦具有正向關聯性;第三,知覺組織正義對非 正式團體領導者的組織公民行為與員工行為和態度之關係具有調節效果。最後, 研究者根據本研究之結果,討論在實務管理上的意涵。 | zh_TW |
| dc.description.abstract | Organizational citizenship behavior is that the employee’s behavior beyond the requirements of the organization within the formal specification. They do these voluntarily, which are beneficial for organization. And there is no obvious reward system to encourage these behaviors. Organizational citizenship behavior is very helpful to enhance organizational effectiveness, but we know little about effects of informal group leader’s organizational citizenship behavior in organization. The research aimed to explore the relationship of informal group leader’s organizational citizenship behavior to employee’s behavior and attitude. This study also examined the moderating effects of perceived organizational justice on the above relationships.
Researcher obtained 154 samples through a personal relationship. The research results showed that informal group leader’s organizational citizenship behavior has positive relationship with employee’s organizational citizenship behavior. Also, informal group leader’s organizational citizenship behavior has positive relationship with employee’s job satisfaction. Moreover, perceived organizational justice has moderating effect on the relationship between informal group leader’s organizational citizenship behavior and employee’s behavior and attitude. Finally, this study discussed the practical management implications. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-08T00:51:33Z (GMT). No. of bitstreams: 1 ntu-104-R02741003-1.pdf: 1607786 bytes, checksum: 79a1df7052088d713e5a1f9702640eb7 (MD5) Previous issue date: 2015 | en |
| dc.description.tableofcontents | 口試委員會審定書 ......................................................................................I 致謝 ........................................................................................................ II 摘要 ........................................................................................................III ABSTRACT .............................................................................................IV 目錄 ........................................................................................................ V 圖目錄 ................................................................................................... VII 表目錄 ...................................................................................................VIII
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 第三節 研究流程 .................................................................................... 3 第二章、文獻探討 ..................................................................................... 5 第一節 非正式團體領導者 ....................................................................... 5 第二節 組織公民行為(ORGANIZATIONAL CITIZENSHIP BEHAVIOR) ....... 9 第三節 工作滿足(JOB SATISFACTION).................................................. 16 第四節 知覺組織正義(PERCEIVED ORGANIZATIONAL JUSTICE)........... 21 第五節 假說推導 .................................................................................. 24 第三章、研究方法 ................................................................................... 29 第一節 研究變項與觀念性架構 ............................................................... 29 第二節 研究假說 .................................................................................. 30 第三節 問卷設計 .................................................................................. 30 第四節 問卷發放與回收 ........................................................................ 35 第五節 統計方法 .................................................................................. 38 第四章、實證分析 ................................................................................... 41 第一節 敘述統計分析與信效度分析 ........................................................ 41 第二節 各變項之相關性分析 .................................................................. 46 第三節 各變項之迴歸分析 ..................................................................... 48 第五章、結論與建議 ................................................................................ 55 第一節 結果與討論 ............................................................................... 55 第二節 學術與實務意涵 ........................................................................ 56 第三節 研究限制與未來研究建議 ........................................................... 58 參 考 文 獻 ............................................................................................. 59 附錄 ...................................................................................................... 68 | |
| dc.language.iso | zh-TW | |
| dc.title | 非正式團體領導者的組織公民行為對員工的影響:探討知覺組織正義的調節效果 | zh_TW |
| dc.title | The Effects of Informal Group Leader’s Organizational Citizenship Behavior on Employee: The Moderating Role of Perceived Organizational Justice | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 103-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 梁欣光,陳淑貞 | |
| dc.subject.keyword | 非正式團體,組織公民行為,工作滿足,知覺組織正義, | zh_TW |
| dc.subject.keyword | informal group,organizational citizenship behavior,job satisfaction,perceived organizational justice, | en |
| dc.relation.page | 72 | |
| dc.rights.note | 未授權 | |
| dc.date.accepted | 2015-06-30 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 商學研究所 | zh_TW |
| 顯示於系所單位： | 商學研究所 | |
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