組織公平與組織公民行為之關係：以工作滿足為中介變數

Organizational Justice and Organizational Citizenship Behavior: The Mediating Role of Job Satisfaction

長期以來，組織公平一直是組織行為學領域中所研究的重點。基本上，組織公平是員工對組織資源分配、獎懲措施、績效評估、決策過程及與主管互動關係是否公平的主觀評價與知覺。許多研究指出組織公平對員工的態度和行為有顯著之影響。明確地說，本研究主要目標是探討員工知覺組織公平，是否會影響員工的工作滿足及等組織公民行為的態度和行為。透過對新竹地區九家包含電子業、傳統製造業、服務業企業組織，進行跨產業之調查。本研究結果證實，組織公平與組織公民行為之間有正向關係以及工作滿足在組織公平與組織公民行為之關係中具有部份中介效果。

For decades, organizational justice has been the focus of organizational behavior studying field. Basically, organizational justice refers to employee’s subjective judgment and perception toward the organization’s decision-making of allocation of resources, compensation, performance appraisal, and interaction between him (her) and his (her) supervisor in regard of fairness. Previous studies indicate that employee’s perception of organizational justice has impact on his (her) work attitudes and behavior. Specifically, the main aim of this study is to investigate the relationship between organizational justice and organizational citizenship behavior and job satisfaction. By conducting survey from 9 organizations at Hsinchu county, the results indicate that there is a positive association between organizational justice and organizational citizenship behavior. In addition, job satisfaction partially mediates the relationship between organizational justice and organizational citizenship behavior.