本研究藉由理論探討與實證研究,探討大學校院體育行政組織公民行為影響因素模式之現況、比較大學校院體育行政組織成員對組織公民行為各影響因素之認知差異,與建構影響組織公民行為等潛在變項之因果關係模式。本研究透過問卷調查針對全國138所大學校院體育行政組織成員進行全面調查。經郵寄1158份調查問卷,終得有效問卷812份。以描述統計、單因子多變量變異數分析、單因子變異數分析及線性結構方程模式等進行實徵資料分析,獲致如下結論與建議: ㄧ、大學校院體育行政組織公民行為影響因素之現況分析於公平感受上以程序公平、互動公平較為強烈;組織支持面向主要以工作面臨困境時得到的支持;組織信任感受主要以同事信任,而組織公民行為感受主要以對工作投入與奉獻較為強烈。 二、部分不同背景變項之大學校院體育行政組織成員對組織公民行為之影響因素認知達顯著差異;其中在組織公平上,私立大學校院體育組織成員高於公立學校者;「50-59歲」與「60歲以上」者顯著高於「30-39歲」及「40-49歲」者;而「未兼行政之專任體育教師」也比「兼任行政之組長與專任行政人員」及「其他」成員所感受的組織公平較強烈。而「未兼任行政之專任體育教師」比「其他」成員所感受的組織支持較為強烈;而在組織信任方面,屬「獨立設置」及「隸屬學務處」之受試樣本在同事信任及整體組織信任感受上明顯較「隸屬共同科」之成員強烈。「兼任行政之組長及專任行政人員」者所感受的組織信任構面顯著高於「其他」成員;而年資未滿1年者對於同事信任的感受強度高於5年以上者。「講師」身份的體育教師在組織公平、組織支持、組織信任及組織公民行為等感受上均顯著高於非教師者(如行政人員或教練或體育教官)。 三、大學校院體育行政組織中組織公平及組織支持對於組織公民行為的影響是存在的,影響模式可明確詮釋變項間關係與中介效果。以組織公平對組織公民行為的影響最大,表示組織公平為組織運作中不能忽視的因素,而組織信任確實在模式中扮演中介角色。 本研究根據結果發現提出以下建議,作為大學校院體育行政主管經營體育室(組)的參考。在組織制度和內部協調機制上,讓成員有適當發聲管道,有參與組織決策的機會,並關注兼任行政同仁之公平感受。
Based on the theoretical review and practical research, the aims of this study were to explore the state regarding the influential factors model of the organizational citizenship behaviors of physical education administrative members of the universities and colleges in Taiwan, to compare the cognitive differences on the influential factors of the organizational citizenship behaviors of physical education administrative members of the universities and colleges in Taiwan, and to construct the influential factors model of the organizational citizenship behaviors of physical education administrative members of the universities and colleges in Taiwan. Questionnaire survey was conducted by the researcher to collect data for this study. Out of the 1158 questionnaires posted to the P.E. administrative members in the 138 universities and colleges in Taiwan, a total of 812 were valid. The quantitative data acquired were analyzed through descriptive statistics, One-way MANOVA, One-way ANOVA, and SEM. The conclusions and suggestions drawing from the statistics analysis were as follows: 1. The analysis on the influential factors of the organizational citizenship behaviors of P.E. administrative members in the universities and colleges showed that: First, on the cognition of organizational justice, procedural justice and interactional justice scored higher than distributive justice. Second, on the perceived organizational support, members can be supported by organizations when confronting difficulties at work. Third, organizational trust mainly came from colleagues trust. Fourth, organizational citizenship behaviors chiefly came from devotion and commitment to work and duty. 2. On the organizational justice, the cognition of the P.E. administrative members in the private universities and colleges were higher than that of those in the public universities and colleges. The cognition of the P.E. administrative members between 50-59 and over 60 years of age were higher than that of those who are aged between 30-39 and 40-49. The cognition of the full-time P.E. teachers were higher than that of the administrators and “other” members. As far as perceived organizational support is concerned, the cognition of the full-time P.E. teachers were higher than that of “other” members. Regarding organizational trust, compared to the P.E. administrative members belonging to “subordinate to General Education Office”, those who belong to “independent” and “subordinate to the Office of Student Affairs” had higher cognition on the colleague trust and organizational trust. The cognition of the administrators were higher than that of “other” members. The members with less than one-year working experience had higher cognition of colleague trust than those with more than five-year working experience. The P.E. lecturers had higher cognition on organizational justice, organizational support, organizational trust, and organizational citizenship behaviors than the administrators, coaches, or P.E. military instructors. 3. In the P.E. administrative organizations in the Taiwanese universities and colleges, the organizational justice and organizational support did influence their members’ organizational citizenship behaviors. The influential model constructed explicitly explained the relation among the variables and the mediation effect. That the organizational justice made the most significant influence on the organizational citizenship behaviors indicated that organizational justice is an essential factor that can not be ignored in organizational management. In addition, organizational trust did play a mediation role in this model. Based on the results obtained from this study, some suggestions were made as reference for the P.E. authorities of the universities and colleges in Taiwan. The systems of organizational management need to be improved by having members freely voice their opinions on any appropriate issues related to the existing organizations, giving members opportunities to make decisions for their organizations, and paying attention to the sense of fairness of colleagues.
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