威權領導對組織公平與組織信任影響研究以工會認同與組織承諾為中介

台灣工會法修正案於2011年5月1日正式生效實施，未來勞工在組織工會爭取權益時，大幅放寬結權之限制，落實工會幹部及勞工遭遇不當勞動行為之保障(韓仕賢，2011)。工會組織力量與會員間互動關係第一點即指出「工會因勞工（會員）的積極參與使數量快速增加，工會活動普遍受到會員的重視而力量增強並讓會員的思想在潛移默化中認同工會和從事工會的活動(劉漢城，2003)。台灣工會發展的興盛，並非在每一個職業工會或產業工會都能順利穩健發展經營及被認同。就2013年第一季台灣地區之職業工會約有4,016家、產業工會約有89家，會員數總共約有283.6萬人(勞委會主計處)。本研究針對威權領導、工會認同、組織承諾及組織信任之間是否會對組織公平有影響。威權領導者的高低程度會影響員工對於組織感到公平、不公平，也會影響其工會認同、組織承諾及組織信任的好壞，藉此了解各個構面彼此之間的影響性，以及工會認同與組織承諾兩者是否具有中介效果。因此，本研究以滾雪球抽樣以身邊親朋好友為點向有參與工會的員工作為研究對象，共發出超過300份問卷，回收288份，剔除漏答及明顯矛盾的填答者後，有效問卷為263份，實際回收率為78.27%。結果顯示，威權領導對組織承諾並無顯著的影響，而組織承諾對威權領導與組織公平之間並無中介效果，其餘皆為顯著影響，工會認同對威權領導與組織公平之間也具有中介效果。

關鍵字

威權領導；組織公平；工會認同；組織承諾；組織信任

並列摘要

As Amendments to Taiwan Trade Union Law officially came into force on May 1st, 2011, labors can adopt considerable liberal structure restriction while striving for rights and interests in the trade union in the future so as to be used as the guarantee of implementation of trade union officials and inappropriate labor practice (Han Shixian, 2011). The first point of interaction of trade union organizational strength and members points out that labor (member) number in the trade union is rapidly increased due to their active participation, and trade union activities are generally valued by members to make it stronger so as to make members share the trade union and participate in its activities (Liu Hancheng, 2013). The development and prosperity of Taiwan Trade Union don't lie in the successful and smooth development operation and recognition of every professional trade union or industrial trade union. In the 1st quarter of 2013, there are 4061 professional trade unions and 89 industrial trade unions in Taiwan with a total of about 2,836,000 (General Accounting Office, Council of Labor Affairs). The research is to explore whether authoritarian leadership, union identification, organizational commitment and organizational trust have an influence on organizational justice. The level of authoritarian leaders may affect members to think whether organization is justice or not, union identification, organizational commitment and organizational trust are good or not to know the influence of every aspect and intermediating effect between union identification and organizational commitment. Therefore, taking members in the trade unions from relatives and friends as research subjects, this research distributed over 300 questionnaires based on snowball sampling, with 288 ones recovered. Eliminating incomplete and obviously contradictory questionnaires, it obtained 263 valid ones with the recovery rate of 78.27%. The result shows that authoritarian leadership has no significant influence on organizational commitment while organizational commitment has no intermediating effect on authoritarian leadership and organizational justice. However, it has significant influence on the rest ones. Besides, union identification also has intermediating effect on authoritarian leadership and organizational justice.