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題名 社會交換與員工權利認知及其對工作成果的影響
Social exchange, employee entitlement perception and their effects on work outcomes
作者 呂玉琪
Lu, Judy
貢獻者 林月雲
Lin, Carol
呂玉琪
Lu, Judy
關鍵詞 社會交換
員工權利
工作成果
組織承諾
組織公民行為
Social exchange
Employee entitlement
Work outcomes
Organizational commitment
Organizational citizenship behavior
日期 2020
上傳時間 5-May-2020 11:57:45 (UTC+8)
摘要 Employees` organizational commitment and organizational citizenship behavior are key work outcomes to determine an organization`s success. Research has shown that their work conditions influence employees` work outcomes. The relationship between supervisor and subordinates is generally viewed as how well the organization value and reward its employees` contributions. This study aims to identify the role of employees` entitlement perception in the relationship between social exchange and employees` work outcomes. An online survey was conducted to collect data and received a total of 138 valid responses. Analysis of the responses revealed that social exchange is positively correlated to organizational commitment and employees` work behaviors, and organizational commitment has a mediating effect between the relationship of social exchange and organizational citizenship behaviors. The study concludes that employees` entitlement perceptions do not have significant moderating mediated effects on the relation of social exchange and work outcomes. On this basis, organizations ought to create high qualities of social exchange to enhance their employees` favorable work outcomes. Future research should clarify individual differences among the full range of personality traits in order to capture more comprehensive behaviors and attitudes in the workplace.
參考文獻 Adams, J. S. (1965). Inequity in social exchange. In Advances in experimental social psychology (Vol. 2, pp. 267-299). Academic Press.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18.
Angle, H. L., & Perry, J. L. (1981). An Empirical Assessment of Organizational Commitment and Organizational Effectiveness. Administrative Science Quarterly, 26(1), 1.
Ang, R. P., & Huan, V. S. (2006). Relationship between Academic Stress and Suicidal Ideation: Testing for Depression as a Mediator Using Multiple Regression. Child Psychiatry and Human Development, 37(2), 133–143.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), 267–285.
Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491–509.
Atzmüller, C., & Steiner, P. M. (2010). Experimental Vignette Studies in Survey Research. Methodology, 6(3), 128–138.
Bandalos, D. L. (2002). The effects of item parceling on goodness-of-fit and parameter estimate bias in structural equation modeling. Structural equation modeling, 9(1), 78-102.
Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 10.
Brummel, B. J., & Parker, K. N. (2015). Obligation and Entitlement in Society and the Workplace: Obligation and Entitlement. Applied Psychology, 64(1), 127–160.
Burstin, K., Doughtie, E. B., & Raphaeli, A. (1980). Contrastive Vignette Technique: An indirect Methodology Designed to Address Reactive Social Attitude Measurement1. Journal of Applied Social Psychology, 10(2), 147–165.
Campbell, W. K., Bonacci, A. M., Shelton, J., Exline, J. J., & Bushman, B. J. (2004). Psychological Entitlement: Interpersonal Consequences and Validation of a Self-Report Measure. Journal of Personality Assessment, 83(1), 29–45.
Chen, Z., Eisenberger, R., Johnson, K. M., Sucharski, I. L., & Aselage, J. (2009). Perceived Organizational Support and Extra-Role Performance: Which Leads to Which? The Journal of Social Psychology, 149(1), 119–124.
Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Psychology Press.
Coleman, V. I., & Borman, W. C. (2000). Investigating the underlying structure of the citizenship performance domain. Human Resource Management Review, 10, 25–44.
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描述 碩士
國立政治大學
國際經營管理英語碩士學位學程(IMBA)
106933010
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106933010
資料類型 thesis
dc.contributor.advisor 林月雲zh_TW
dc.contributor.advisor Lin, Carolen_US
dc.contributor.author (Authors) 呂玉琪zh_TW
dc.contributor.author (Authors) Lu, Judyen_US
dc.creator (作者) 呂玉琪zh_TW
dc.creator (作者) Lu, Judyen_US
dc.date (日期) 2020en_US
dc.date.accessioned 5-May-2020 11:57:45 (UTC+8)-
dc.date.available 5-May-2020 11:57:45 (UTC+8)-
dc.date.issued (上傳時間) 5-May-2020 11:57:45 (UTC+8)-
dc.identifier (Other Identifiers) G0106933010en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/129652-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 國際經營管理英語碩士學位學程(IMBA)zh_TW
dc.description (描述) 106933010zh_TW
dc.description.abstract (摘要) Employees` organizational commitment and organizational citizenship behavior are key work outcomes to determine an organization`s success. Research has shown that their work conditions influence employees` work outcomes. The relationship between supervisor and subordinates is generally viewed as how well the organization value and reward its employees` contributions. This study aims to identify the role of employees` entitlement perception in the relationship between social exchange and employees` work outcomes. An online survey was conducted to collect data and received a total of 138 valid responses. Analysis of the responses revealed that social exchange is positively correlated to organizational commitment and employees` work behaviors, and organizational commitment has a mediating effect between the relationship of social exchange and organizational citizenship behaviors. The study concludes that employees` entitlement perceptions do not have significant moderating mediated effects on the relation of social exchange and work outcomes. On this basis, organizations ought to create high qualities of social exchange to enhance their employees` favorable work outcomes. Future research should clarify individual differences among the full range of personality traits in order to capture more comprehensive behaviors and attitudes in the workplace.en_US
dc.description.tableofcontents 1. Introduction 1
1.1. Research background and motivation 1
1.2. Research purpose 2
1.3. Organization of this thesis 3
2. Literature review 4
2.1. Entitlement 4
2.1.1. Employees’ entitlement perception in the workplace 4
2.1.2. Work outcomes associated with employee entitlement 6
2.2. Social exchange 9
2.2.1. Definition of social exchange 9
2.2.2. Social exchange in the workplace 10
2.2.3. Work outcomes associated with social exchange 12
2.3. Work outcomes 13
2.3.1. Definition of organizational citizenship behavior 13
2.3.2. Antecedents and consequences of organizational citizenship behavior 15
2.3.3. Definition of organizational commitment 18
2.3.4. Antecedents and consequences of organizational commitment 20
2.3.5. Relationship between organizational commitment and organizational citizenship
behavior 22
2.4. The moderating role of employee entitlement 24
2.4.1. Moderating effects of entitlement on the relation between social exchange and
organizational commitment 24
2.4.2. Moderating effects of entitlement on the relation between social exchange and
organizational citizenship behavior 25
3. Methodology 28
3.1. Research design 28
3.1.1. Methodological approach to the research 28
3.1.2. Survey construction 29
3.1.3. Workplace vignettes 31
3.2. Manipulation check 34
3.3. Procedures for data collection 37
3.3.1. Participants 37
3.3.2. Work outcome related variables 38
3.3.3. Control variables 40
4. Results 43
4.1. Analysis of reactions to vignettes 43
4.2. Correlations between variables 45
4.3. Confirmatory factor analysis on measurement model 47
4.4. Hypothesis testing 48
5. General discussion 53
5.1. Summary of key findings 53
5.2. Implications 54
5.2.1. Theoretical implications 54
5.2.2. Practical implications 56
5.3. Research limitations 58
5.4. Future research recommendations 60
6. Conclusion 62
7. References 63
8. Appendix 74		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106933010en_US
dc.subject (關鍵詞) 社會交換zh_TW
dc.subject (關鍵詞) 員工權利zh_TW
dc.subject (關鍵詞) 工作成果zh_TW
dc.subject (關鍵詞) 組織承諾zh_TW
dc.subject (關鍵詞) 組織公民行為zh_TW
dc.subject (關鍵詞) Social exchangeen_US
dc.subject (關鍵詞) Employee entitlementen_US
dc.subject (關鍵詞) Work outcomesen_US
dc.subject (關鍵詞) Organizational commitmenten_US
dc.subject (關鍵詞) Organizational citizenship behavioren_US
dc.title (題名) 社會交換與員工權利認知及其對工作成果的影響zh_TW
dc.title (題名) Social exchange, employee entitlement perception and their effects on work outcomesen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Adams, J. S. (1965). Inequity in social exchange. In Advances in experimental social psychology (Vol. 2, pp. 267-299). Academic Press.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18.
Angle, H. L., & Perry, J. L. (1981). An Empirical Assessment of Organizational Commitment and Organizational Effectiveness. Administrative Science Quarterly, 26(1), 1.
Ang, R. P., & Huan, V. S. (2006). Relationship between Academic Stress and Suicidal Ideation: Testing for Depression as a Mediator Using Multiple Regression. Child Psychiatry and Human Development, 37(2), 133–143.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), 267–285.
Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491–509.
Atzmüller, C., & Steiner, P. M. (2010). Experimental Vignette Studies in Survey Research. Methodology, 6(3), 128–138.
Bandalos, D. L. (2002). The effects of item parceling on goodness-of-fit and parameter estimate bias in structural equation modeling. Structural equation modeling, 9(1), 78-102.
Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 10.
Brummel, B. J., & Parker, K. N. (2015). Obligation and Entitlement in Society and the Workplace: Obligation and Entitlement. Applied Psychology, 64(1), 127–160.
Burstin, K., Doughtie, E. B., & Raphaeli, A. (1980). Contrastive Vignette Technique: An indirect Methodology Designed to Address Reactive Social Attitude Measurement1. Journal of Applied Social Psychology, 10(2), 147–165.
Campbell, W. K., Bonacci, A. M., Shelton, J., Exline, J. J., & Bushman, B. J. (2004). Psychological Entitlement: Interpersonal Consequences and Validation of a Self-Report Measure. Journal of Personality Assessment, 83(1), 29–45.
Chen, Z., Eisenberger, R., Johnson, K. M., Sucharski, I. L., & Aselage, J. (2009). Perceived Organizational Support and Extra-Role Performance: Which Leads to Which? The Journal of Social Psychology, 149(1), 119–124.
Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Psychology Press.
Coleman, V. I., & Borman, W. C. (2000). Investigating the underlying structure of the citizenship performance domain. Human Resource Management Review, 10, 25–44.
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98(2), 199–236.
Cole, M. S., Schaninger, W. S., & Harris, S. G. (2002). The Workplace Social Exchange Network: A Multilevel, Conceptual Examination. Group & Organization Management, 27(1), 142–167.
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dc.identifier.doi (DOI) 10.6814/NCCU202000412en_US