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題名 組織公平知覺對工作投入、組織認同與績效表現影響之研究-以A健身中心為例
A Study on the Impact of Organizational Justice Perception on Work Engagement, Organizational Identity and Performance – With A Case Gym作者 張坤銘
Chang, Kun-Ming貢獻者 黃家齊
Huang, Jia-Chi
張坤銘
Chang, Kun-Ming關鍵詞 組織公平
工作投入
組織認同
績效表現
健身中心
Organizational Justice
Work Engagement
Organizational Identity
Performance
Gym日期 2022 上傳時間 1-Aug-2022 17:40:00 (UTC+8) 摘要 自2019年COVID-19疫情開始，消費者對於運動健身意識增強，但也因疫情政策，健身中心的經營面臨營運的不確定。此一市場轉變現象，對於健身中心員工穩定度造成極大挑戰，留住人才乃為健身中心目前重大課題。在公司經營策略中，讓員工認知組織公平是激勵員工關鍵方法。本研究以個案建康中心員工為研究對象，探討員工組織公平知覺對於其工作投入、組織認同的影響與績效表現關係，並利用內部資料進行人力盤點。進行人力現狀了解與分群，並利用問卷調查法進行資料蒐集，採取階層迴歸分析與變異數分析等統計方法進行理論驗證與討論，研究實證結果如下:一、利用企業內部資料，經過人力九宮格分析盤點，發現員工落於穩定貢獻群和未來領導群者最多，顯示個案健身中心多數員工的素質是穩定優秀的。二、員工對組織公平知覺三構面中以人際公平知覺最高，其次為程序公平，分配公平的知覺最低，其中又以薪酬的公平知覺最低。且公平知覺會影響員工的組織認同與工作投入，進而對績效表現關係產生正向影響。三、員工在組織公平知覺會正向影響對組織認同，也會影響其工作投入，進而對績效表現產生影響，此現象將足以影響公司的目標與願景，因此，如何提升員工的公平知覺，尤其在分配公平知覺的薪酬分配，是值得領導單位思考的。四、就人口變項之分析發現，男性較女性高，26-35歲，北區，客服及教練職員工在組織公平知覺、組織認同和工作投入三構面同意度最低。因此，如何讓此族群的員工價值觀與組織一致，是值得領導單位思考的。五、位於優秀表現者區位的員工，認為其工作投入相對於其他區位最高，但對於組織知覺公平最不認同，因此建議個案公司，對此部分員工，應多加關注其公平感受。本研究結果顯示健身中心人員的績效表現與其對公司現行制度認同具有顯著關係，建請改善制度、建立有效反應機制及尊重員工聲音等措施，提供健身中心管理參考並供後續相關研究資料。
Since the beginning of the COVID-19 epidemic in 2019, consumers have become more aware of sports and fitness, but also due to the epidemic policy, the operation of fitness centers is facing operational uncertainty. This market change phenomenon has brought great challenges to the stability of fitness center employees, and retaining talents is a major issue for fitness centers at present. In the company`s business strategy, making employees aware of organizational justice is a key way to motivate employees.This study adopted the employees of the Gym as the research object, and explored the relationship between employees` perception of organizational justice on their work engagement, organizational identity and performance performance. Data collection was carried out and statistical methods such as hierarchical regression analysis and variance analysis are used for theoretical verification and discussion. The empirical results of the research were as follows:1.Using the internal information of the enterprise through the analysis and inventory of the human resource nine-square grid. It is found that the employees who fall into the stable contribution group are the most, which shows that the quality of most of the employees of the individual fitness center is excellent.2.Among the three dimensions of employees` perception of organizational justice, the perception of interpersonal justice is the highest followed by procedural fairnesss. The perception of distributional justice is the lowest and the perception of fairness in compensation is the lowest. And justice perception will affect employees` organizational identity and work engagement then have a positive impact on the relationship between performance and performance.3.Employees’ perception of justice in the organization will positively affect their identification with the organization and also affect their work engagement, which in turn affects performance. This phenomenon will be enough to affect the company’s goals and vision. Therefore, how to improve employees’ perception of fairness. Especially, Salary distribution with a perception of fairness in distribution is worthy of consideration by leading units.4.The analysis of demographic variables found that males are higher than females, 26-35 years old in the North District, customer service staff and coaching staff have the lowest agreement in the three dimensions of organizational justice perception、organizational identity and work engagement. Therefore, how to make the employee values of this group consistent with the organization is worthy of consideration by the leadership unit.5.The employees located in the excellent performer area believe that their work engagement is the highest compared to other areas, but they disagree with the perceived fairness of the organization the least. Therefore, it is suggested that the case company should pay more attention to their fairness perception for this part of the employees.The results of this study show that the performance of fitness center personnel has a significant relationship with their identification with the company`s current system. It is recommended to improve the system, establish an effective response mechanism and respect the voice of employees. 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Work motivation, organizational identification, and well-being in call center work. Work & Stress: An International Journal of Work, Health & Organizations, 20(1), 60-83.Yusoff, R. B. M., Ali, A. M., & Khan, A. (2014). Assessing reliability and validity of job performance scale among university teachers. Journal of Basic and Applied Scientific Research, 4(1), 35-41. 描述 碩士
國立政治大學
經營管理碩士學程(EMBA)
110932034資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110932034 資料類型 thesis dc.contributor.advisor 黃家齊 zh_TW dc.contributor.advisor Huang, Jia-Chi en_US dc.contributor.author (Authors) 張坤銘 zh_TW dc.contributor.author (Authors) Chang, Kun-Ming en_US dc.creator (作者) 張坤銘 zh_TW dc.creator (作者) Chang, Kun-Ming en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-Aug-2022 17:40:00 (UTC+8) - dc.date.available 1-Aug-2022 17:40:00 (UTC+8) - dc.date.issued (上傳時間) 1-Aug-2022 17:40:00 (UTC+8) - dc.identifier (Other Identifiers) G0110932034 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/141117 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 經營管理碩士學程(EMBA) zh_TW dc.description (描述) 110932034 zh_TW dc.description.abstract (摘要) 自2019年COVID-19疫情開始，消費者對於運動健身意識增強，但也因疫情政策，健身中心的經營面臨營運的不確定。此一市場轉變現象，對於健身中心員工穩定度造成極大挑戰，留住人才乃為健身中心目前重大課題。在公司經營策略中，讓員工認知組織公平是激勵員工關鍵方法。本研究以個案建康中心員工為研究對象，探討員工組織公平知覺對於其工作投入、組織認同的影響與績效表現關係，並利用內部資料進行人力盤點。進行人力現狀了解與分群，並利用問卷調查法進行資料蒐集，採取階層迴歸分析與變異數分析等統計方法進行理論驗證與討論，研究實證結果如下:一、利用企業內部資料，經過人力九宮格分析盤點，發現員工落於穩定貢獻群和未來領導群者最多，顯示個案健身中心多數員工的素質是穩定優秀的。二、員工對組織公平知覺三構面中以人際公平知覺最高，其次為程序公平，分配公平的知覺最低，其中又以薪酬的公平知覺最低。且公平知覺會影響員工的組織認同與工作投入，進而對績效表現關係產生正向影響。三、員工在組織公平知覺會正向影響對組織認同，也會影響其工作投入，進而對績效表現產生影響，此現象將足以影響公司的目標與願景，因此，如何提升員工的公平知覺，尤其在分配公平知覺的薪酬分配，是值得領導單位思考的。四、就人口變項之分析發現，男性較女性高，26-35歲，北區，客服及教練職員工在組織公平知覺、組織認同和工作投入三構面同意度最低。因此，如何讓此族群的員工價值觀與組織一致，是值得領導單位思考的。五、位於優秀表現者區位的員工，認為其工作投入相對於其他區位最高，但對於組織知覺公平最不認同，因此建議個案公司，對此部分員工，應多加關注其公平感受。本研究結果顯示健身中心人員的績效表現與其對公司現行制度認同具有顯著關係，建請改善制度、建立有效反應機制及尊重員工聲音等措施，提供健身中心管理參考並供後續相關研究資料。 zh_TW dc.description.abstract (摘要) Since the beginning of the COVID-19 epidemic in 2019, consumers have become more aware of sports and fitness, but also due to the epidemic policy, the operation of fitness centers is facing operational uncertainty. This market change phenomenon has brought great challenges to the stability of fitness center employees, and retaining talents is a major issue for fitness centers at present. In the company`s business strategy, making employees aware of organizational justice is a key way to motivate employees.This study adopted the employees of the Gym as the research object, and explored the relationship between employees` perception of organizational justice on their work engagement, organizational identity and performance performance. Data collection was carried out and statistical methods such as hierarchical regression analysis and variance analysis are used for theoretical verification and discussion. The empirical results of the research were as follows:1.Using the internal information of the enterprise through the analysis and inventory of the human resource nine-square grid. It is found that the employees who fall into the stable contribution group are the most, which shows that the quality of most of the employees of the individual fitness center is excellent.2.Among the three dimensions of employees` perception of organizational justice, the perception of interpersonal justice is the highest followed by procedural fairnesss. The perception of distributional justice is the lowest and the perception of fairness in compensation is the lowest. And justice perception will affect employees` organizational identity and work engagement then have a positive impact on the relationship between performance and performance.3.Employees’ perception of justice in the organization will positively affect their identification with the organization and also affect their work engagement, which in turn affects performance. This phenomenon will be enough to affect the company’s goals and vision. Therefore, how to improve employees’ perception of fairness. Especially, Salary distribution with a perception of fairness in distribution is worthy of consideration by leading units.4.The analysis of demographic variables found that males are higher than females, 26-35 years old in the North District, customer service staff and coaching staff have the lowest agreement in the three dimensions of organizational justice perception、organizational identity and work engagement. Therefore, how to make the employee values of this group consistent with the organization is worthy of consideration by the leadership unit.5.The employees located in the excellent performer area believe that their work engagement is the highest compared to other areas, but they disagree with the perceived fairness of the organization the least. Therefore, it is suggested that the case company should pay more attention to their fairness perception for this part of the employees.The results of this study show that the performance of fitness center personnel has a significant relationship with their identification with the company`s current system. It is recommended to improve the system, establish an effective response mechanism and respect the voice of employees. Measures such as providing fitness center management reference and follow-up related research materials are recommended. en_US dc.description.tableofcontents 摘 要 iAbstract v目 次 vii表 次 xi圖 次 xiii第一章 緒論 1第一節 研究背景 1第二節 研究動機 3第三節 研究目的 4第四節 研究流程 5第二章 文獻探討 7第一節 組織公平知覺 7一、組織公平的定義 7二、組織公平的重要性 8第二節 工作投入 9一、工作投入之定義 9二、工作投入對績效表現關聯性 10第三節 組織認同 11一、組織認同之定義 11二、組織認同的重要關聯性 12第四節 績效表現 12第五節 人才盤點九宮格 13第三章 研究設計與方法 15第一節 研究架構與對象 15第二節 研究假設 16第三節 問卷調查與實施處理 16一、問卷調查方式與回收 17二、問卷資料處理與分析 18第四節 研究量表引用測量 19一、組織公平量表 19二、工作投入量表 20三、組織認同量表 21四、工作績效量表 22第五節 信度與效度分析 22一、信度分析 23二、效度分析 23三、因素分析 24第六節 統計方法與分析 28一、描述性統計分析 28二、相關分析 28三、變異數分析 28四、迴歸分析 29五、中介分析 29第四章 資料分析 31第一節 描述性統計分析 31第二節 相關分析 33一、組織公平知覺對工作投入間之相互關聯 34二、組織公平知覺對組織認同間之相互關聯 34三、組織公平知覺對績效表現間之相互關聯 34四、工作投入對績效表現間之相互關聯 35五、組織認同對績效表現之相互關聯 35第三節 不同個人屬性在組織公平知覺、組織認同、工作投入與績效表現差異性分析 35一、性別差異分析 35二、地區之差異分析 36三、員工職別差異分析 37四、年齡層差異分析 38第四節 組織公平知覺、組織認同、工作投入與績效表現影響性分析與探討39一、組織公平知覺對工作投入之影響 39二、組織公平知覺對組織認同之影響 40三、工作投入對績效表現之影響 41四、組織認同對績效表現之影響 42五、工作投入對組織公平知覺與績效表現之中介效果 43六、組織認同對組織公平知覺與績效表現之中介效果 44第五節 人才九宮格盤點分析 45一、個案健身中心員工能力與績效盤點分析 45二、依職務別盤點員工能力與績效分析 46三、人才定位在組織公平知覺、組織認同與工作投入差異性分析 48第五章 結論與建議 51第一節 研究結論 52一、完成現有員工人力盤點，現有員工品質實屬良好 52二、應進一步關注員工對組織分配公平中薪酬公平的想法 52三、員工個人屬性會對於公平知覺、組織認同及工作投入程度有差異 52四、組織公平知覺會影響組織認同及投工作入 53五、員工組織公平知覺會影響工作投入及組織認同與績效表現 53第二節 研究建議 53一、改善個案健身中心制度 54二、加入情境因素進行探討 54三、建立有效反應機制及尊重員工聲音 54參考文獻 55附錄一 65 zh_TW dc.format.extent 1712563 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110932034 en_US dc.subject (關鍵詞) 組織公平 zh_TW dc.subject (關鍵詞) 工作投入 zh_TW dc.subject (關鍵詞) 組織認同 zh_TW dc.subject (關鍵詞) 績效表現 zh_TW dc.subject (關鍵詞) 健身中心 zh_TW dc.subject (關鍵詞) Organizational Justice en_US dc.subject (關鍵詞) Work Engagement en_US dc.subject (關鍵詞) Organizational Identity en_US dc.subject (關鍵詞) Performance en_US dc.subject (關鍵詞) Gym en_US dc.title (題名) 組織公平知覺對工作投入、組織認同與績效表現影響之研究-以A健身中心為例 zh_TW dc.title (題名) A Study on the Impact of Organizational Justice Perception on Work Engagement, Organizational Identity and Performance – With A Case Gym en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 中文文獻李炳賢(2005)。中階主管的人格特質、領導風格及情緒智力與工作績效關聯之研究-以汽車零件製造業為例。國立成功大學高階管理碩士論文。李晉豪（2012）。員工價值觀、認同感對員工生涯發展之影響。社會服務與休閒產業研究，1，30-45。林坤霖、楊東岳(2016)。公務人員組織文化與工作績效關係之研究-以高雄市為例。全球商業經營管理學報，8，125-136。洪敏哲(2016)。警察人員情緒勞動、心理資本、工作滿意與工作績效關係之研究。國立彰化師範大學工業教育與技術學系博士論文。俞志緯（2013）。任務性、脈絡性及適應性績效對晉升力之影響。國立中央大學碩士論文，中壢。郭維哲、方聰安（2006）。學校組織公平對教師組織公民行為影響之研究—以信任及承諾為中介變項。教育經營與管理研究集刊，2，頁145-179。郭順成、趙必孝、王喻平、陳榮德（2004）。政府組織再造策略對員工組織承諾與工作投入影響之研究─以精省為例。人力資源管理學報，4(1)，1-28頁，2004 春季號。周秩年、黃怡姍（2022）。運動服務業發展趨勢報告，台灣趨勢研究。取自：https://www.twtrend.com/trend-detail/sports-activities-2022。岳成峰（2004）。我國大學院校生活輔導組成員工作價值觀與工作投入之研究。臺灣師範大學公民教育與活動領導學系在職進修碩士班學位論文，1-221.栢思皓（2013）。組織公平對工作倦怠關係之研究－以移民署國境事務大隊國境事務隊為例。國立政治大學公共行政研究所，臺北市。蔡嘉和（2012）。國軍志願役士官工作特性、工作價值及工作投入之關聯性研究。國防大學政治作戰學院社會工作碩士班碩士論文。陳慧穎(2007)。校長領導行為、組織公平及教師組織公民行為關係之研究-以南部四縣市立國小為例。國立台南大學，台南市。陳錦麗、曾榮豐（2008）。績效管理、組織認同與組織學習關係之研究－以國立大學公務人員為例。屏東教育大學學報- 教育類，31，129-156。連怡鈞、林寬佳、林惠如（2010）。經驗專家於內容效度的運用-以老年族群為例。護理雜誌，57(6)，72-76。許順旺、邱瑜婷（2011）。國際觀光旅館餐飲部門組織公平、員工創新行為與績效表現之相關研究一以組織支持為干擾變項，觀光休閒學報，第 17 卷第1期，頁49-74。劉仲矩、羅奐妤（2017）。美學行銷訓練知覺對員工工作質感表現之影響－以工作投入為幹擾變數探討。中山管理評論，25(2)，399-441戚樹誠（2008）。組織行為增訂版，雙葉書廊，台北，2008.08。謝宗琪（2016）。國軍志願役士官兵工作環境、工作價值與工作投入之關聯性。南臺科技大學資訊管理系碩士論文。謝安田、楊新生（2011）。職場友誼對組織認同之影響－以工作滿意與群體凝聚力為中介變數。人文暨社會科學期刊，7(1)。英文文獻Adams, J. 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