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題名 國民中學教職員工人格特質對反生產行為之影響：以績效考核公平為調節
Research on the influence of teaching and administrative staffs` personality characteristics on counterproductive work behavior : Performance appraisal justice as a moderator
作者 曾繁揚
Tzeng, Fan Yang
貢獻者 胡悅倫
Hu, Yueh Luen
曾繁揚
Tzeng, Fan Yang
關鍵詞 人格特質
反生產行為
績效考核公平
personality characteristics
counterproductive work behavior(CWB)
performance appraisal justice
日期 2016
上傳時間 20-Sep-2016 11:40:19 (UTC+8)
摘要 本研究探討人格特質、績效考核公平感與反生產行為之間相互關係，透過匿名的問卷，調查342位任職於臺北市及新北市的教職員工。分析結果指出，嚴謹性、友善性、開放性及神經質人格，皆能有效地預測反生產行為。
進一步檢視績效考核公平各構面在人格特質與反生產行為間的調節效果，研究發現分配公平能有效調節。本研究運用結構方式模型測試，分析各公平構面的調節情形，分析結果分配公平具有最佳的調節效果。
建議教育主管機關及人員可透過增進組織之公平相關政策，降低反生產行為之發生。
The study examined the interrelation of personality characteristics, performance appraisal justice and counterproductive work behavior(CWB). An anonymous questionnaire survey was conducted, with 342 teaching and administrative staffs in Taipei and New Taipei city. Statistical analysis indicated that CWB can be predicted by the following personality characteristics; conscientiousness, agreeableness, openness and neuroticism.
Moderation analysis discovered that the association between personality characteristics and CWB is moderated by distributive justice. Structural Equation Modelling was adopted in order to examine the efficacy of the identified moderators, and revealed that distributive justice has the strongest moderating effect.
Implications of the findings to organizational management and personnel practitioners are discussed accordingly, including; that the occurrence of CWB could be reduced through the implementation of organizational justice enhancement policies.
參考文獻 中文部分
公校兩大危機，教師專業受挑戰。(2015，11月4日)。親子天下。引自http://parenting.com.tw
朱武獻 （2003）。 公務人力績效管理制度。飛訊，15，頁1-17。
何益鋒 （2007）。 旅館員工人格特質、工作滿意度與反生產工作行為關係之研究。國立高雄餐旅大學碩士論文。國立高雄餐旅大學機構典藏，987654321/244。
吳明隆、涂金堂 (2014)。SPSS與統計應用分析。臺北市：五南圖書出版有限公司。
吳政達 （2014）。 國民中學教師反績效行為與組織公民行為關係及其影響因素之研究。教育與心理研究，37(2)，頁1-31。
林淑姬、樊景立、吳靜吉、司徒達賢 （1994）。 薪酬公平, 程序公正與組織承諾, 組織公民行為關係之研究。管理評論， 13（2），頁 87-107。
胡悅倫 (2016)。探討在臺灣學校中反生產力行為之系列研究(計畫編號：103WFA0200083)。臺北市：行 政 院 國 家 科 學 委 員 會
胡悅倫、陳皎眉（2013）。 廉貞量表對國家考試之啟示。國家菁英季刊， 9（4），頁 23-43。
陳皎眉、胡悅倫、洪光宗 （2010）。 人格測驗在國家選才上之使用與發展。國家菁英季刊， 6（4），頁 1-12。
張永軍 （2012）。績效考核公平感對反生產行為的影響機制研究。華中科技大學博士論文。知網空間，CDMD-10487-1012361157。
趙君、廖建橋、張永軍 （2011）。 績效考核對員工反倫理行為的影響，研究綜述與未來展望。管理評論， 23（11），頁 102-109。
劉懿萱、何貴兵 （2009）。 反生產工作行為研究進展。人類工效學， 15（2），頁 70-72。
鄭國泰 （2013）。 人格, 組織公平與公民行為對反生產力工作行為的影響: 以中華電信的員工為分析對象。中國行政評論， 19（2），頁 81-120。
韓銳、李景平 （2013）。 薪酬公平感、人格特質對公務員越軌行為的影響。經濟與管理研究（12），頁 91-99。


 
英文部分
Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology, 2(267-299).
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Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349.
Berry, Ones, & Sackett. (2007). Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis. Journal of Applied Psychology, 92(2), 410.
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Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers.
Cardy, R. L., & Dobbins, G. H. (1994). Performance appraisal: The influence of liking on cognition. Advances in managerial cognition and organizational information processing, 5, 115-140.
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描述 碩士
國立政治大學
學校行政碩士在職專班
102911011
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0102911011
資料類型 thesis
dc.contributor.advisor 胡悅倫zh_TW
dc.contributor.advisor Hu, Yueh Luenen_US
dc.contributor.author (Authors) 曾繁揚zh_TW
dc.contributor.author (Authors) Tzeng, Fan Yangen_US
dc.creator (作者) 曾繁揚zh_TW
dc.creator (作者) Tzeng, Fan Yangen_US
dc.date (日期) 2016en_US
dc.date.accessioned 20-Sep-2016 11:40:19 (UTC+8)-
dc.date.available 20-Sep-2016 11:40:19 (UTC+8)-
dc.date.issued (上傳時間) 20-Sep-2016 11:40:19 (UTC+8)-
dc.identifier (Other Identifiers) G0102911011en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/102048-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 學校行政碩士在職專班zh_TW
dc.description (描述) 102911011zh_TW
dc.description.abstract (摘要) 本研究探討人格特質、績效考核公平感與反生產行為之間相互關係，透過匿名的問卷，調查342位任職於臺北市及新北市的教職員工。分析結果指出，嚴謹性、友善性、開放性及神經質人格，皆能有效地預測反生產行為。
進一步檢視績效考核公平各構面在人格特質與反生產行為間的調節效果，研究發現分配公平能有效調節。本研究運用結構方式模型測試，分析各公平構面的調節情形，分析結果分配公平具有最佳的調節效果。
建議教育主管機關及人員可透過增進組織之公平相關政策，降低反生產行為之發生。		zh_TW
dc.description.abstract (摘要) The study examined the interrelation of personality characteristics, performance appraisal justice and counterproductive work behavior(CWB). An anonymous questionnaire survey was conducted, with 342 teaching and administrative staffs in Taipei and New Taipei city. Statistical analysis indicated that CWB can be predicted by the following personality characteristics; conscientiousness, agreeableness, openness and neuroticism.
Moderation analysis discovered that the association between personality characteristics and CWB is moderated by distributive justice. Structural Equation Modelling was adopted in order to examine the efficacy of the identified moderators, and revealed that distributive justice has the strongest moderating effect.
Implications of the findings to organizational management and personnel practitioners are discussed accordingly, including; that the occurrence of CWB could be reduced through the implementation of organizational justice enhancement policies.		en_US
dc.description.tableofcontents 第壹章 緒論 1
第一節 研究動機 1
第二節 研究目的與問題 4
第三節 待答問題 5
第四節 名詞釋義 6
第五節 研究範圍及限制 7
第貳章 文獻探討 9
第一節 反生產行為 9
第二節 績效考核公平感與反生產行為 16
第三節 人格特質與反生產行為 21
第四節 人格特質、績效考核公平感與反生產行為 26
第叁章 研究設計與實施 28
第一節 研究架構 28
第二節 研究假設 29
第三節 研究對象 30
第四節 研究方法 34
第五節 研究工具 35






第肆章 研究結果與討論 46
第一節 國民中學教職員工人格績效考核公平與反生產行為之現況分析 46
第二節 國民中學教職員工績效考核公平與反生產行為之差異分析 51
第三節 國民中學教職員工人格特質、績效考核公平與反生產行為之相關分析 71
第四節 國民中學教職員工績效考核公平對人格特質與反生產行為之調節效果分析 78
第伍章 結論與建議 86
第一節 研究發現 86
第二節 結論 87
第三節 建議 92
文獻參考 96
中文部分 96
英文部分 98
附錄 103
國民中學教職員工績效考核公平感與反生產行為問卷(投射量表) 103
國民中學教職員工績效考核公平感與反生產行為問卷(自陳量表) 108		zh_TW
dc.format.extent 2720727 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0102911011en_US
dc.subject (關鍵詞) 人格特質zh_TW
dc.subject (關鍵詞) 反生產行為zh_TW
dc.subject (關鍵詞) 績效考核公平zh_TW
dc.subject (關鍵詞) personality characteristicsen_US
dc.subject (關鍵詞) counterproductive work behavior(CWB)en_US
dc.subject (關鍵詞) performance appraisal justiceen_US
dc.title (題名) 國民中學教職員工人格特質對反生產行為之影響：以績效考核公平為調節zh_TW
dc.title (題名) Research on the influence of teaching and administrative staffs` personality characteristics on counterproductive work behavior : Performance appraisal justice as a moderatoren_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 中文部分
公校兩大危機，教師專業受挑戰。(2015，11月4日)。親子天下。引自http://parenting.com.tw
朱武獻 （2003）。 公務人力績效管理制度。飛訊，15，頁1-17。
何益鋒 （2007）。 旅館員工人格特質、工作滿意度與反生產工作行為關係之研究。國立高雄餐旅大學碩士論文。國立高雄餐旅大學機構典藏，987654321/244。
吳明隆、涂金堂 (2014)。SPSS與統計應用分析。臺北市：五南圖書出版有限公司。
吳政達 （2014）。 國民中學教師反績效行為與組織公民行為關係及其影響因素之研究。教育與心理研究，37(2)，頁1-31。
林淑姬、樊景立、吳靜吉、司徒達賢 （1994）。 薪酬公平, 程序公正與組織承諾, 組織公民行為關係之研究。管理評論， 13（2），頁 87-107。
胡悅倫 (2016)。探討在臺灣學校中反生產力行為之系列研究(計畫編號：103WFA0200083)。臺北市：行 政 院 國 家 科 學 委 員 會
胡悅倫、陳皎眉（2013）。 廉貞量表對國家考試之啟示。國家菁英季刊， 9（4），頁 23-43。
陳皎眉、胡悅倫、洪光宗 （2010）。 人格測驗在國家選才上之使用與發展。國家菁英季刊， 6（4），頁 1-12。
張永軍 （2012）。績效考核公平感對反生產行為的影響機制研究。華中科技大學博士論文。知網空間，CDMD-10487-1012361157。
趙君、廖建橋、張永軍 （2011）。 績效考核對員工反倫理行為的影響，研究綜述與未來展望。管理評論， 23（11），頁 102-109。
劉懿萱、何貴兵 （2009）。 反生產工作行為研究進展。人類工效學， 15（2），頁 70-72。
鄭國泰 （2013）。 人格, 組織公平與公民行為對反生產力工作行為的影響: 以中華電信的員工為分析對象。中國行政評論， 19（2），頁 81-120。
韓銳、李景平 （2013）。 薪酬公平感、人格特質對公務員越軌行為的影響。經濟與管理研究（12），頁 91-99。


 
英文部分
Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology, 2(267-299).
Barrick, M. R., Mount, M., & Judge, T. (2001). The FFM personality dimensions and job performance: Meta-analysis of meta-analyses. International Journal of Selection and Assessment, 9(1/2), 9-30.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel Psychology, 44(1), 1-26.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349.
Berry, Ones, & Sackett. (2007). Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis. Journal of Applied Psychology, 92(2), 410.
Bies, R. J. (2001). Interactional (in) justice: The sacred and the profane. Advances in organizational justice, 89-118.Standford,CA:Standford University Press.
Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. Research on negotiation in organizations, 1(1), 43-55.
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