人格、組織正義與公民行為對反生產力工作行為的影響：以中華電信的員工為分析對象

A Study of Personality, Organisational Justice and Counterproductive Work Behaviour in the Chunghwa Telecom Corporation

鄭國泰(Kuo-Tai Cheng)

《中國行政評論》 19卷2期 (2013/06) Pp. 81-120

https://doi.org/10.6635/cpar.2013.19(2).03

摘要

研究背景：本研究認為反生產力工作行為係由人格特質所影響，例如：性格特質和自我尊榮，而性格特徵和反生產力工作行為的關係是由組織正義和組織公民行為調節變項所影響。研究目的：本研究從不同的觀點來檢視人格特質和反生產力工作行為的關係，以及組織正義和組織公民行為的潛在調節效果，本文旨在探求人格特質與反生產力工作行為之間的關聯性，並觀察組織正義與組織公民行為對此關聯的影響。研究方法：本研究以台灣中華電信公司員工為樣本，進行匿名式問卷調查（N = 1102），並使用結構方程式來驗證模型中的變項間關係。研究結果：反生產力行為可由不同的人格特質所預測，包含：禮貌性、認真負責任、經驗開闊度、以及自尊。多元迴歸分析則指出人格特質與反生產力工作行為之間的關係，會受到二個因素所調節，即：互動型正義和組織公民行為。若將這些關係套入結構方程式的徑路分析，研究者發現互動型正義具有最強的調節效果，然後為組織公民行為。研究結論：本研究結果對組織行為的管理有重要的價值，本文一方面建議人力資源部門強化組織內的公平與正義，以減少反生產力行為的發生；另一方面，本文也建議組織領導者獎勵組織公民行為，以減緩人格特質對反生產力行為的影響力。

關鍵字

反生產力工作行為 ； 組織正義 ； 組織公民行為 ； 中華電信

並列摘要

Research background: counterproductive work behaviour has been extensively discussed recently, as the consequence of these behaviours is pervasive and costly both to organizations and to employees' well-being. However, how organisational justice and organisational citizenship behaviour (OCB) affecting the association between personality traits and CWB was also investigated. Research objective: using Chunghwa Telecom employees in Taiwan, the paper aims to investigate the interrelation among personality characteristics, organizational justice, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB).Research method: data were collected by a large-scale anonymous questionnaire survey (N = 1102) and the technique of Structural Equation Modelling was also adopted to examine the efficacy of moderators.Research findings: findings revealed that CWB was predicted by series of personality traits, including: conscientiousness, agreeableness, openness to experience, and self-esteem. Multiple regression analysis discovered that the CWB-traits association was moderated by: interactional justice, and OCB. Specifically, path analysis of the structural equation modeling indicated that interactional justice had the strongest moderating effect, followed by OCB. Research conclusion: based on these empirical findings, advices to the organisational management and personnel practitioners are offered: i). the occurrence of CWB will be reduced by the implementation of policies and mechanisms of organisational justice enhancement; ii). the prevalence of OCB atmosphere at work will also help alleviate the impact of personality characteristics on CWB.

並列關鍵字

counter-productive work behaviour ； organisational citizenship behaviour ； Chunghwa Telecom

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