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  • 學位論文

組織分配公正與薪資滿足感之關聯性研究- 以組織程序公正為干擾變項

A Study on the Relationships between Organizational Distributive Justice and Pay Satisfaction: The Organizational Procedural Justice as Moderating Variables

指導教授 : 諸承明
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摘要


本論文以組織分配公正為研究主題,主要是在探討組織分配公正與薪資滿足感之間的關聯性,進行有關的理論建立與實證分析之工作。本研究在探討國內的薪文獻後,把組織分配公正歸納出,外部公正、內部公正與個人公正三方面。然後以此模式為基礎,探討影響薪資設計要素及其成效的各項情境變項。本研究認為程序公正與人口統計變項是重要的影響因素。因此,在探討組織分配公正與薪資滿足感之間的關聯性時,將採取程序公正做為情境變項。 本研究先依據相關文獻探討發展出研究架構,並依此建立五項主要的假設。在實證分析方面,針對國內企業進行問卷調查,經過統計分析後,可歸為下列幾點研究發現: 一、各項組織分配公正的認知程度愈高,員工對薪資滿足感的認知都有顯著的愈高。顯示組織分配公正與薪資滿足感之間有相當顯著的關聯性。 二、組織程序公正與薪資滿足感具有顯著的影響,顯示兩者之間存在有相當程度的關聯性。亦即員工會因為對組織程序公正的認知,而對薪資滿足感產生差別。 三、人口統計變項對薪資滿足感關聯性研究中,人口統計變項的員工婚姻狀況、年齡與工作職級會對薪資滿足感有顯著相關的影響。其中,已婚員工的薪資滿足感高於未婚員工的薪資滿足感;年齡愈大,對於薪資水準滿足感愈感到滿意;且工作職級愈高對於薪資水準之滿足感會感到愈來愈滿意。 四、當員工的婚姻狀況為已婚時,其對於組織分配公正的認知上較低時的薪資滿足感較高。而員工的婚姻狀況為未婚時,其對於組織分配公正的認知上較高時的薪資滿足感才會較高。顯示組織分配公正與人口統計變項之婚姻狀況交互作用對薪資滿足感部份是具有顯著影響。

並列摘要


A study on the relationships between organizational distributive justice and pay satisfaction: the organizational procedural justice as moderating variables. This study deals with theory building and practical analysis of organizational distributive justice. As far as theory building is concerned, after reviewing the literature on organizational distributive justice, this study concludes external equity, internal equity and individual equity. Based on this model, we will discuss the contingency variables that influence organizational distributive justice and pay satisfaction. This study regards organizational distributive justice as important variables. Therefore when we discuss the relationship between organizational distributive justice and pay satisfaction, we adopt organizational procedural justice as moderating variables. Through reviewing related references, we develop the framework of the study, and depending on it, we camp up five hypotheses. In course of the statistical analysis from the survey’s empirical facts which was focus on the general domestic companies; our analysis concludes the five results. 1. The more important each organizational distributive justice is valued, the higher the employees’ pay satisfaction. So relationships between organizational distributive justice and pay satisfaction are significant correlations. 2. There are partially significant correlations between organizational procedural justice and pay satisfaction. It means that employees’ organizational procedural justice will be changed as a result of the different on the pay satisfaction. 3. There are partially significant correlations between different variation on population statistics and pay satisfaction. Therefore, the marital status, ages and position will be changed as a result of the different on the pay satisfaction. 4. There are partially significant correlations between the interactions of organizational distributive justice and different variation on population statistics on pay satisfaction. It means the pay satisfaction will be changed according to the organizational distributive justice which is designed on the different variation on population statistics.

參考文獻


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