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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 5-五月-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.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.Coyle-Shapiro, J. A.-M. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior, 23(8), 927–946.Croasmun, J. T., & Ostrom, L. (2011). Using Likert-Type Scales in the Social Sciences. Journal of Adult Education.Cropanzano, R., & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874–900.Dragova-Koleva, S. A. (2018). Entitlement attitude in the workplace and its relationship to job satisfaction and organizational commitment. Current Issues in Personality Psychology, 6(1), 34–46.Eder, P., & Eisenberger, R. (2008). Perceived Organizational Support: Reducing the Negative Influence of Coworker Withdrawal Behavior. Journal of Management, 34(1), 55–68.Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived Organizational Support, Discretionary Treatment, and Job Satisfaction. Journal of Applied Psychology.Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived Organizational Support and Employee Diligence, Commitment, and Innovation. Journal of Applied Psychology.Eisenberger, R., & Stinglhamber, F. (2011). 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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, Carol en_US dc.contributor.author (作者) 呂玉琪 zh_TW dc.contributor.author (作者) Lu, Judy en_US dc.creator (作者) 呂玉琪 zh_TW dc.creator (作者) Lu, Judy en_US dc.date (日期) 2020 en_US dc.date.accessioned 5-五月-2020 11:57:45 (UTC+8) - dc.date.available 5-五月-2020 11:57:45 (UTC+8) - dc.date.issued (上傳時間) 5-五月-2020 11:57:45 (UTC+8) - dc.identifier (其他 識別碼) G0106933010 en_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) 106933010 zh_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 11.1. Research background and motivation 11.2. Research purpose 21.3. Organization of this thesis 32. Literature review 42.1. Entitlement 42.1.1. Employees’ entitlement perception in the workplace 42.1.2. Work outcomes associated with employee entitlement 62.2. Social exchange 92.2.1. Definition of social exchange 92.2.2. Social exchange in the workplace 102.2.3. Work outcomes associated with social exchange 122.3. Work outcomes 132.3.1. Definition of organizational citizenship behavior 132.3.2. Antecedents and consequences of organizational citizenship behavior 152.3.3. Definition of organizational commitment 182.3.4. Antecedents and consequences of organizational commitment 202.3.5. Relationship between organizational commitment and organizational citizenshipbehavior 222.4. The moderating role of employee entitlement 242.4.1. Moderating effects of entitlement on the relation between social exchange andorganizational commitment 242.4.2. Moderating effects of entitlement on the relation between social exchange andorganizational citizenship behavior 253. Methodology 283.1. Research design 283.1.1. Methodological approach to the research 283.1.2. Survey construction 293.1.3. Workplace vignettes 313.2. Manipulation check 343.3. Procedures for data collection 373.3.1. Participants 373.3.2. Work outcome related variables 383.3.3. Control variables 404. Results 434.1. Analysis of reactions to vignettes 434.2. Correlations between variables 454.3. Confirmatory factor analysis on measurement model 474.4. Hypothesis testing 485. General discussion 535.1. Summary of key findings 535.2. Implications 545.2.1. Theoretical implications 545.2.2. Practical implications 565.3. Research limitations 585.4. Future research recommendations 606. Conclusion 627. References 638. Appendix 74 zh_TW dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106933010 en_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 exchange en_US dc.subject (關鍵詞) Employee entitlement en_US dc.subject (關鍵詞) Work outcomes en_US dc.subject (關鍵詞) Organizational commitment en_US dc.subject (關鍵詞) Organizational citizenship behavior en_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 outcomes en_US dc.type (資料類型) thesis en_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). 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