中國式領導行為、組織公平與組織信任關係之研究－以某科技研發機構為例

The Relationship among Chinese Leadership Behavior,　Organizational Justice, and Organizational Trust – The Case Study of a Technology Research and Development Institute in Taiwan

林惠媛(Huei-Yuan Lin)

指導教授 ： 孫德修

朝陽科技大學/理工學院/工業工程與管理系/碩士(2009年)

摘要

本研究旨在探討某科技研發機構主管之領導行為、組織公平與組織信任之關係。研究的方式首先參考國內、外相關文獻，以建構適合量測某科技研發機構主管之領導行為量表、組織公平量表與組織信任量表，據以作為蒐集研究資料的工具。
運用問卷調查法，依行聘雇、技術員、科聘及軍職等四大職類分層隨機抽樣，共發放 340 份問卷，回收 335 份問卷，剔除無效問卷 37 份，有效問卷為 298 份，問卷回收率 99% ，有效問卷回收率 88% ，有效問卷之資料應用因素分析、多變項變異數分析、皮爾森相關分析、多元逐步迴歸分析與徑路分析等方法，以考驗研究之假設。
依據研究結果，獲得以下幾點結論：
一、該科技研發機構員工對組織公平知覺程度在三變項中為最低，其中尤以互動公平為最低，且員工對主管作之君之領導行為感受最強。
二、員工其不同背景變項對領導行為感受、組織公平及組織信任知覺等皆存在差異性。
三、主管之領導行為、組織公平與組織信任整體架構間存在顯著正相關，其中又以領導行為與組織公平之相關性最高。
四、主管之領導行為對其部屬在組織公平知覺上有正向而直接的效果，若能透過增加組織公平作為，將可對組織信任有更高的預測力。

關鍵字

組織公平 ； 中國式領導行為 ； 組織信任

並列摘要

The purpose of this research is to investigate the relationship among Chinese leadership behavior, organizational justice, and organizational trust. The method be adopted with this research was taking reference with domestic and foreign related literatures firstly, and then collected data through designing a serial of questionnaires of leadership behavior, organizational justice, and organizational trust to apply to a technological research and development organization.
In this research, the questionnaires survey has been carried out by random sampling base on a job types stratified which consists of administrative employees , technological employees, technical assistants and military officers. This research sent out 340 copies of questionnaire, and 335 of copies were obtained, removed 37 invalid copies, 298 copies were effective, total questionnaires response rate was 99% , and effective response rate was 88%. Many statistics method were used in the research, such as factor analysis, multivariate variance analysis, step multi Regression analysis, Pearson correlation analysis, multiple stepwise regression analysis, and Path analysis were chosen for data analysis and hypotheses testing.
According to the research, the conclusion were listed as following below：1.The employees of this technological research and development organization are least degree consciousness of organizational justice in all three variables, especially in inactive justice, and also make leadership behavior of “playing the role of monarch” feeling to be strongest. 2. Employees with different background variables have different consciousness of leadership behavior , organizational justice and organizational trust. 3. The consciousness and feeling degree among all variables in leadership behavior ,organizational justice and organizational trust each have the relevance, by the way ,the relevance between leadership behavior and organizational justice is highest. 4. The leadership behavior are positively related to the employees’ consciousness of organizational justice. Therefore, the forecast strength to organizational trust could be enhanced higher by increasing the organizational justice .

並列關鍵字

Chinese Leadership Behavior ； Organizational Trust ； Organizational Justice

參考文獻

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