组织公民行为对工作绩效的影响研究 ——基于知觉主管支持与人际公平的调节作用
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摘要
员工被组织管理当局喜欢、鼓励的一些组织行为，也可能带来负面效应。特别是，员工的组织公民行为对于其工作绩效的负面影响，一直是组织管理学者关注的重要议题之一。本研究的目的主要聚焦于：探讨为何员工的组织公民行为会对于其工作绩效产生负向的影响。经过相关文献的梳理，本研究选择从客体关系理论的视角，提出一可以解释此现象的理论模型。研究样本采自办公室内勤工作的上班族群的 472 份有效问卷，并实行主管（填答工作绩效）与部属（填答组织公民行为、领导－部属交换关系、角色模糊、知觉主管支持以及人际公平）的配对问卷。经回归分析结果显示，理论模型的各项研究假设均得到支持，本研究结论表明的理论意义，是组织公民行为对工作绩效的负向影响，可以被理解是透过领导－部属交换关系及（或）角色模糊的影响所产生的，而在这个影响过程中，知觉主管支持是强化这一关系的因素而人际公平则是弱化此关系的因素；本研究实务意义部分，则是管理者不宜过度强化员工的知觉主管支持，这会加深组织公民行为对工作绩效的负向影响，相反的，管理者应强化组织的人际公平，如此可以缓解组织公民行为对工作绩效的负向影响。
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Chinese Journal of Social Science and Management Editorial Division
The Office of Research and Development, Panyapiwat Institute of Management
85/1 Moo 2, Chaengwattana Rd., Bang Talat, Pakkred, Nonthaburi 11120, Thailand
Tel. 02 855 01048 E-mail: cjssm@pim.ac.th
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