Title page for 954307001


[Back to Results | New Search]

Student Number 954307001
Author Echo Mao(毛曉鷁)
Author's Email Address echomao@msn.com
Statistics This thesis had been viewed 2488 times. Download 1543 times.
Department Graduate Institute of Human Resource Management
Year 2007
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title Employees’ justice perception on promotion system influence their job involvement
Date of Defense 2008-07-01
Page Count 65
Keyword
  • distribution justice
  • interaction justice
  • job involvement
  • justice perception
  • procedure justice
  • promotion
  • promotion system
  • Abstract The present study investigates whether employees’ perception on promotion system influence their perception on procedure justice, interaction justice, and distribution justice, and their job involvement. Using 357 samples, we found that employees’ perception on promotion system influence their procedure justice, interaction justice, and distribution justice, and their job involvement as well. Formalization of promotion system, Candidates’ criteria and employees’ participation in promotion decision especially have significant influence. Although the investigation has indicated that justice perception has no mediating effect between justice perception and job involvement, it is still important to manage promotion system. It suggests that the observed effect of perception on promotion system may reflect actual behavior differences- job involvement which might result from other satisfaction with incentive or job accomplishment.
    Table of Content 目 錄
    第一章 緒論1
    第一節 研究背景與動機1
    第二節 研究目的3
    第三節 章節安排4
    第二章 文獻回顧與假設建立5
    第一節 晉升與晉升制度5
    第二節 員工對晉升制度的認知影響其「程序公平」、「互動公平」及「分配公平」認知9
    第三節 員工對晉升制度的「程序公平」、「互動公平」及「分配公平」認知影響其工作投入16
    第四節 員工對晉升制度的認知影響其工作投入,而此影響過程中部分透過「程序公平」、「互動公平」及「分配公平」中介效果20
    第三章 研究方法22
    第一節 研究架構22
    第二節 研究假說23
    第三節 研究變項之操作型定義及測量工具26
    第四節 研究對象及施測方式30
    第五節 分析方法32
    第四章 資料分析與研究結果35
    第一節 描述性統計35
    第二節 迴歸分析38
    第五章 結論與建議48
    第一節 研究發現48
    第二節 管理意涵53
    第三節 研究限制54
    第四節 研究建議56
    參考文獻57
    附錄一 研究問卷61
    Reference 一、中文:
    古聖姿,「陞遷公平認知對工作滿意、組織承諾影響之研究--以台北市各區公所公務人員為例」,銘傳大學公共事務學碩士在職專班碩士學位論文,2003。
    周治法,「領導風格、公平認知、員工工作滿足之關係探討」,國立海洋大學航運管理學系碩士在職專班論文,2001。
    林起潛,「行政機關公務人員陞遷認知與行為之關聯性研究」,南華大學管理科學研究所碩士論文,2005。
    林淑姬,「薪酬公平、程序公正與組織承諾、組織公民行為關係之研究」,國立政治大學企業管理所博士論文,1991。
    陳彥豪,「訓練制度與訓練認知對員工職能提昇、組織承諾與工作投入之影響」,國立中山大學人力資源管理研究所碩士在職專班,2004。
    梁凱雯,「組織公平、工作自主性與互依性對觀光旅館餐飲服務員工組織公民行為之相關研究」,世新大學觀光學系碩士論文,2002。
    蔡書妮,「領導行為對於員工的組織公平認知與工作滿意度之影響-以主管與部屬交換理論觀點探討」,國立中央大學企業管理研究所碩士論文,2004。
    二、英文:
    Adams, J. S., Inequity in Social Exchange. Advances in Experimental Social Psychology,(2). Academic press., New York, 1965.
    Allen G. M., “Antecedents and outcomes of promotion systems”, Human Resource Management (1986-1998), Vol. 36, Iss. 2, pp. 251-259, New York. 1997.
    Anderson, J., Milkovich, G., & Tsui, A. “A model of intraorganizational mobility”. Academy of Management Review, Vol. 6, pp. 529-539,1981.
    Baker, G.P., Jensen M.C., & Murphy K.J., “Compensation and Incentives: Practice Vs. Theory”, Journal of Finance, Vol. 43, No. 3, pp. 593-616, 1988.
    Beehr T. A, and Juntunen D. L., “Promotions and Employees’ Perceived Mobility Channels: The effects of employee sex, employee group, and initial placement”. Human Relations, Vol. 43, No. 5, pp. 455-472, 1990.
    Beehr T. A., Nair V. N., Gudanowski D. M., & Such M., “Perceptions of reasons for promotion of self and others”. Human Relations, Vol. 57, No. 4, pp. 413, 2004.
    Blakely G. L,, Andrews M. C. & Moorman R. H., “The moderating effects of equity sensitivity on the relationship between organizational justice and organizational citizenship behaviors”. Journal of Business and Psychology, Vol. 20, No. 2, pp. 259, 2005.
    Blau, P. M., Exchange and Power in Social Life, John Wiley, and Sons, New York, 1964.
    Ferris, G. R., Buckley, M.R., & Allen, G. M. “Promotion Systems in Organizations”, Human Resource Planning, Vol. 15, pp. 47-68, 1992.
    Ferris, G. R., and Buckley, M. R. “Performance Evaluation in High Technology Firms: Process and Politics.” In L. T. Gomez-Mejia and M. W. Lawless (Eds.), Organizational Issues in High Technology Management, pp. 243-263, 1990.
    Gemmill G. & DeSalvia D., “The Promotion Beliefs of Managers as a Factor in Career Progress: An Exploratory Study”. Sloan Management Review (pre-1986); Winter, No.18, pp. 2, 1997.
    Go I. G. & Kleiner B. H., “How to manage promotion decisions effectively”. Management Research News, Patrington, Vol. 24, 3/4, pp. 109, 2001.
    Greenberg J., “A Taxonomy of Organizational Justice Theories”, Academy of Management Review, Vol. 12, No. 1, 10, 1987.
    Hafer J. C. & Martin T. N., “Job involvement or Affective Commitment: A sensitivity analysis study of Apathetic Employee Mobility”. Institute of Behavioral and Applied Management. , 2006.
    Homans, G. G. , Social Behavior: It’s Elementary Forms, Harcourt, and Brace, New York, 1961.
    Jans N. A., “The nature and measurement of work involvement”. Journal of Occupational Psychology, Vol. 55, pp. 57-67. Printed in Great Britain, 1982.
    Kanungo, R. N.. “Measurement of job and work involvement”. Journal of Applied Psychology, Vol. 67, No. 3, pp. 341-349, 1982.
    Kerr, C., “The balkanization of labor markets”. In E. W. Bakke et. Al. (Eds.), Labor Mobility and Economic Opportunity, pp. 92-10. New York: Wiley, 1954.
    Lazear, E.P. and Rosen S. , “Rank-Order Tounaments as Optimum Labor Contracts”. Journal of Political Economy, Vol. 89, No. 5, pp. 841-864, 1981.
    Lodahl and Ketner, “The definition and measurement of job involvement”, Journal of Applied Psychology, Vol. 49, No. 1, pp. 24-33, 1965.
    McEnrue M. P. , “The perceived fairness of managerial promotion practices”. Human Relations, Vol. 42, No.9, pp. 815-827, 1989.
    Marrero P. H., Douglas F. , “The mediating effects of procedural justice in predicting commitment from social structural factors in the workplace”. The Business Review, Cambridge; Vol.4, No. 2, pp. 61, 2005.
    Moore M. L., “Predictors of managerial career expectations”. Journal of Applied Psychology. Vol.59, No.1, pp. 90-92, 1974.
    Moorman R. H., ”Relationship between organizational justice and organizational citizenship behaviors; Do fairness perceptions influence employee citizenship?” Journal of Applied Psychology, Vol. 76, No. 6, pp. 845-855, 1991.
    Phelan S. E. and Lin Z. ,”Promotion Systems and Organizational Performance: A Contingency Model”. Computational & Mathematical Organization Theory. Vol. 7, pp. 207-232, 2001.
    Rabinowitz, S. and Hall, D. T. Report. , Canberra, ACT: Australian Government Publishing Service, 1977.
    Ruderman, M. N. , “Promotion: Beliefs and Reality. Issues & Observations”, Center for Creative Leadership, Vol. 11, pp. 4-6, 1991.
    Samad S. , “Procedural and Distributive justice: Differential effects on employees’ work outcomes”. The Business Review, Cambridge; Vol. 5, No. 2, pp. 212, 2006.
    Advisor
  • Nien-chi Liu(劉念琪)
  • Ping-lung Hsin(辛炳隆)
  • Files
  • 954307001.pdf
  • approve immediately
    Date of Submission 2008-07-18

    [Back to Results | New Search]


    Browse | Search All Available ETDs

    If you have dissertation-related questions, please contact with the NCU library extension service section.
    Our service phone is (03)422-7151 Ext. 57407,E-mail is also welcomed.