性別歧視知覺、工作特性、角色衝突與組織公平認知對組織承諾之影響研究－以空軍志願役女性官兵為例

The Effect of Gender Discrimination, Job Characteristic, Role Conflict and Organizational Justice on Organizational Commitment-A Study of the Female Military of Air Forces

游增瑜(Tseng-Yu Yu) ； 任慶宗(Ching-Tsung Jen)

《國防管理學術暨實務研討會》 第十八屆 (2010/06) Pp. 675-694

https://doi.org/10.29497/GFGL.201006.0675

摘要

本研究引用性別歧視觀點，探討國軍女性官兵在工作特性、角色衝突、組織公平認知對組織承諾之影響。本研究推論主張性別歧視知覺愈高的女性官兵，會有較低的組織承諾；性別歧視知覺透過組織公平認知的中介效果，間接影響其對組織的承諾；此外，性別歧視知覺對工作特性、角色衝突與組織承諾之間的關係，亦會產生交互作用的影響效果。實證樣本來自空軍829位女性官兵的成員，樣本資料分析結果發現：性別歧視知覺對空軍女性官兵之組織承諾為一重要情境變數，因此，建議單位應塑造一個沒有性別歧視的工作環境。

關鍵字

性別歧視知覺 ； 工作特性 ； 角色衝突 ； 組織公平認知 ； 組織承諾

並列摘要

Drawing on the viewpoint of sex discrimination, this study inquired the impact of job characteristics, role conflict, and organizational justice cognition on organizational commitment of the female military. The research argued that through the mediator effect of organizational justice cognition the perspective of sex discrimination of female military negatively impact the organizational commitment. In addition, the perspective of sex discrimination also moderated the relations of job characteristics, role conflict and organizational commitment. Empirical subjective from 829 female officers, sergeants and soldiers of air force were requested to response the questionnaires. The research conclusion indicates that sex discrimination perception is a critical conditional variable to organizational commitment of female military in air force. The suggestion from the result is to create a working environment without any sex discrimination.

並列關鍵字

gender discrimination ； job characteristic ； role conflict ； organizational justice ； organizational commitment