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題名 組織透明度與員工行為：組織正義的中介及權力距離的調節角色研究
Organizational Transparency and Employee Behavior: The Mediating Role of Organizational Justice and The Moderating Role of Individual-Level Power Distance作者 蔡濰仲
Tsai, Wei-Jung貢獻者 郭建志
Kuo, Chien-Chih
蔡濰仲
Tsai, Wei-Jung關鍵詞 組織透明度
組織正義
全力距離
組織公民行為
職場偏差行為
Organizational transparency
Organizational justice
Power distance
OCBO
Workplace deviance日期 2024 上傳時間 1-十一月-2024 11:31:14 (UTC+8) 摘要 隨著勞權意識的抬頭以及資訊科技的發達促使社會及勞工群體對組織透明度需求日漸增長，從西方到東方都都可以藉由許多政策改變及社會訴求觀察到訴請組織透明度提高之現象，但此議題在過往組織研究中屬於較為新穎的研究主題，且討論的範圍較僅限於組織透明度對員工情感反應的關係及影響，本研究從更宏觀的角度探索組織透明度對員工行為的關係及影響，所以進一步聚焦於瞭解員工的組織透明度知覺是否會經由其組織正義知覺影響其組織公民行為與職場偏差行為。最後，本研究加入了個人層級權力距離的調解角色，來試圖拓展解釋不同傾向的員工族群的組織透明度知覺對組織正義關係的影響差異。 本研究採取問卷調查法，於電子網路平台招募填答者，並採用兩階段進行研究變項測量，最終回收261份有效問卷。研究結果指出，員工的組織透明度知覺與三種組織正義皆有顯著的正向關聯，且分配正義中介了組織透明度與組織公民行為的正向關係還有組織透明度與職場偏差行為的負向關係；再者，程序正義中介了組織透明度與組織公民行為的正向關係，但無法中介組織透明度與職場偏差行為的負向關係；而訊息正義中介了組織透明度與組織公民行為的正向關係，但只能中介組織透明度與人際偏差行為的負向關係，而組織偏差則無法。最後，我們的資料結果無法支持，權力距離的在組織透明度與組織正義之間的關係中展現調節效果。綜上所述，本研究在末尾提供了研究結果與限制、實務與研究貢獻討論以及研究的限制還有未來研究的展望方向。 關鍵字：組織透明度、組織正義、權力距離、組織公民行為、職場偏差行為
With rising labor rights awareness and advancements in information technology, the demand for organizational transparency has grown globally. Although this topic is relatively new in organizational research and typically focuses on the emotional responses of employees, this study takes a broader approach to explore the impact of organizational transparency on employee behavior. Specifically, it examines whether employees' perceptions of organizational transparency affect their OCBO and workplace deviant behaviors through their perceptions of organizational justice, and the study also considers the moderating role of power distance. This study adopted questionnaire survey method, collected 261 valid responses in two stages. Results show that employees' perceptions of organizational transparency positively correlate with all three types of organizational justice. Distributive justice mediates the relationship between organizational transparency and OCBO and also workplace deviant behaviors including personal deviance and organizational deviance. Procedural justice mediates the relationship between organizational transparency and OCBO but not the relationship with workplace deviant behaviors. Information justice mediates the relationship between organizational transparency and OCBO and also interpersonal deviance, though it does not support organizational deviance. And power distance does not moderate the relationship between organizational transparency and organizational justice. Lastly, the study concludes with discussions on the results, limitations, practical and research contributions, and future research directions. 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國立政治大學
心理學系
111752020資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111752020 資料類型 thesis dc.contributor.advisor 郭建志 zh_TW dc.contributor.advisor Kuo, Chien-Chih en_US dc.contributor.author (作者) 蔡濰仲 zh_TW dc.contributor.author (作者) Tsai, Wei-Jung en_US dc.creator (作者) 蔡濰仲 zh_TW dc.creator (作者) Tsai, Wei-Jung en_US dc.date (日期) 2024 en_US dc.date.accessioned 1-十一月-2024 11:31:14 (UTC+8) - dc.date.available 1-十一月-2024 11:31:14 (UTC+8) - dc.date.issued (上傳時間) 1-十一月-2024 11:31:14 (UTC+8) - dc.identifier (其他 識別碼) G0111752020 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/154220 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 心理學系 zh_TW dc.description (描述) 111752020 zh_TW dc.description.abstract (摘要) 隨著勞權意識的抬頭以及資訊科技的發達促使社會及勞工群體對組織透明度需求日漸增長，從西方到東方都都可以藉由許多政策改變及社會訴求觀察到訴請組織透明度提高之現象，但此議題在過往組織研究中屬於較為新穎的研究主題，且討論的範圍較僅限於組織透明度對員工情感反應的關係及影響，本研究從更宏觀的角度探索組織透明度對員工行為的關係及影響，所以進一步聚焦於瞭解員工的組織透明度知覺是否會經由其組織正義知覺影響其組織公民行為與職場偏差行為。最後，本研究加入了個人層級權力距離的調解角色，來試圖拓展解釋不同傾向的員工族群的組織透明度知覺對組織正義關係的影響差異。 本研究採取問卷調查法，於電子網路平台招募填答者，並採用兩階段進行研究變項測量，最終回收261份有效問卷。研究結果指出，員工的組織透明度知覺與三種組織正義皆有顯著的正向關聯，且分配正義中介了組織透明度與組織公民行為的正向關係還有組織透明度與職場偏差行為的負向關係；再者，程序正義中介了組織透明度與組織公民行為的正向關係，但無法中介組織透明度與職場偏差行為的負向關係；而訊息正義中介了組織透明度與組織公民行為的正向關係，但只能中介組織透明度與人際偏差行為的負向關係，而組織偏差則無法。最後，我們的資料結果無法支持，權力距離的在組織透明度與組織正義之間的關係中展現調節效果。綜上所述，本研究在末尾提供了研究結果與限制、實務與研究貢獻討論以及研究的限制還有未來研究的展望方向。 關鍵字：組織透明度、組織正義、權力距離、組織公民行為、職場偏差行為 zh_TW dc.description.abstract (摘要) With rising labor rights awareness and advancements in information technology, the demand for organizational transparency has grown globally. Although this topic is relatively new in organizational research and typically focuses on the emotional responses of employees, this study takes a broader approach to explore the impact of organizational transparency on employee behavior. Specifically, it examines whether employees' perceptions of organizational transparency affect their OCBO and workplace deviant behaviors through their perceptions of organizational justice, and the study also considers the moderating role of power distance. This study adopted questionnaire survey method, collected 261 valid responses in two stages. Results show that employees' perceptions of organizational transparency positively correlate with all three types of organizational justice. Distributive justice mediates the relationship between organizational transparency and OCBO and also workplace deviant behaviors including personal deviance and organizational deviance. Procedural justice mediates the relationship between organizational transparency and OCBO but not the relationship with workplace deviant behaviors. Information justice mediates the relationship between organizational transparency and OCBO and also interpersonal deviance, though it does not support organizational deviance. And power distance does not moderate the relationship between organizational transparency and organizational justice. Lastly, the study concludes with discussions on the results, limitations, practical and research contributions, and future research directions. Keywords: Organizational transparency, Organizational justice, Power distance, OCBO, Workplace deviance en_US dc.description.tableofcontents 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 8 第二章 文獻回顧 9 第一節 組織透明度 9 第二節 組織透明度與組織正義 22 第四節 組織正義的中介效果 41 第五節 個人層次權力距離的的調節角色 43 第三章 研究方法 47 第一節 研究樣本 47 第二節 研究工具 50 第三節 資料分析策略 64 第四章 研究結果 66 第一節 測量模式比較 66 第二節 描述性統計與相關分析結果 68 第三節 假設檢驗 72 第五章 討論與建議 79 第一節 理論與實務貢獻 79 第二節 研究限制與未來方向 87 參考文獻 89 附錄一 第一階段測量問卷 100 附錄二 第二階段測量問卷 104 zh_TW dc.format.extent 2841377 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111752020 en_US dc.subject (關鍵詞) 組織透明度 zh_TW dc.subject (關鍵詞) 組織正義 zh_TW dc.subject (關鍵詞) 全力距離 zh_TW dc.subject (關鍵詞) 組織公民行為 zh_TW dc.subject (關鍵詞) 職場偏差行為 zh_TW dc.subject (關鍵詞) Organizational transparency en_US dc.subject (關鍵詞) Organizational justice en_US dc.subject (關鍵詞) Power distance en_US dc.subject (關鍵詞) OCBO en_US dc.subject (關鍵詞) Workplace deviance en_US dc.title (題名) 組織透明度與員工行為：組織正義的中介及權力距離的調節角色研究 zh_TW dc.title (題名) Organizational Transparency and Employee Behavior: The Mediating Role of Organizational Justice and The Moderating Role of Individual-Level Power Distance en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 呂佳螢(2013)。組織權力、組織透明度與組織正義和政府績效之影響性研究。文官制度，5(2)，93-120。 戚樹誠、羅新興、梁欣光、賴璽方、朱志傑（2017）。職場偏差行為之實證發現與展望：2000～2015亞洲研究的回顧。臺大管理論叢，27(2)，259-305。https://doi.org/NTUMR.2017.DEC.25104-006 蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳（2009）。領導者上下關係認定與部屬利社會行爲：權力距離之調節效果。中華心理學刊，51(1)，121-138。 https://doi.org/10.6129/cjp.2009.5101.07 鄭清揚（2005）。組織公平與職場偏差行為關係之研究。文大商管學報，10(1)，75-99。 https://doi.org/10.30163/br.200506.0004 Ackermann, F., & Eden, C. 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