組織公平、組織承諾對組織績效之關係研究-以中部地區工具機從業人員為例

Research on the Relationship between Organizational Justice, Organizational Commitment and Organizational Performance-As Example In Central Taiwan Emploee of Machine Tools Industry

林松村(Song-Cun Lin)

指導教授 ： 呂星金

嶺東科技大學/商管學院/企業管理系碩土班/碩士(2021年)

摘要

摘要
隨著全球經濟一體化的發展，促使企業間出現更為複雜的競爭，經常會面臨意想不到的情況，在發展中也伴隨著諸多的問題。
組織公平對於員工的組織承諾、績效水準、工作滿意度、幸福感等，都有著具體決定性的意義。
在人力資源管理工作中，對於薪資安排，職位調整，要如何才能在組織中創造出更多的公平感並帶動員工的組織承諾、提高忠誠度並減少流動率，以提昇基層員工的工作品質進而激勵更好的組織績效。
在此對於組織公平感的內容，對員工的影響，以及員工在績效上的表現在人力資源管理方面做探討。
本研究以國內中部地區私人營利企業，工具機從業人員中的全體正職員工為主要研究對象，共回收 308 份有效問卷。
經本研究實證結果發現：
(1)組織公平與組織承諾之間具有正相關；
(2)組織公平與組織績效之間具有正相關；
(3)組織承諾與組織績效之間具有正相關；
(4)組織承諾在組織公平和組織績效之間具有中介效果。

關鍵詞：組織公平、組織承諾、組織績效、中介效果檢定

關鍵字

組織公平 ； 組織承諾 ； 組織績效 ； 中介效果檢定

並列摘要

Abstract
With the development of global economic integration, more complicated competition among enterprises is promoted, and they often face unexpected situations, and there are many problems in the development.
Organizational justice has specific and decisive significance for employees' organizational commitment, performance level, job satisfaction, and happiness.
In the work of human resources management, for salary arrangements and job adjustments, how can we create more sense of fairness in the organization and drive the organizational commitment of employees, increase loyalty and reduce turnover, so as to improve the work quality of grassroots employees?
Incentivize better organizational performance.
This article discusses the content of organizational justice, the impact on employees, and the performance of employees in terms of human resource management.
This research focuses on all full-time employees of private profit-making enterprises and machine tool practitioners in the central region of China as the main research objects, and a total of 308 valid questionnaires have been collected.
The empirical results of this study found that:
(1) There is a positive correlation between organizational fairness and organizational commitment;
(2) There is a positive correlation between organizational fairness and organizational performance;
(3) There is a positive correlation between organizational commitment and organizational performance;
(4) Organizational commitment has an intermediary effect between organizational fairness and organizational performance.
And based on the results of this research, put forward management implications and suggestions.
Keywords: Organizational Fairness, Organizational Commitment, Organizational Performance, Intermediary Effect Verification.

並列關鍵字

Organizational Fairness ； Organizational Commitment ； Organizational Performance ； Intermediary Effect Verification

參考文獻

參考文獻

一.中文部分

1.尹衍樑(1988)。組織變革策略對組織承諾之影響研究-以潤泰工業股份有限公司電腦化例，國立政治大學企業管理研究所未出版之博士論文，台北。

2.呂豐足(1996)。老人服務機構的績效評估及影響因素探討(未出版之碩士論文)。國立中正大學，嘉義縣。

3.李超平、時勘 (2003)。分配公平與程序公平對工作倦怠的影響. 心理學報, 35(05), 677-684.