「員工組織公正感問卷」編製研究

Development and Validation of Staff's Organizational Justice Questionnaire

組織公正感是影響員工組織行為的關鍵心理因素，目前在組織公正感的構面研究中缺乏對機會公正的深入探討，影響組織公正感測量工具的內容效度。本研究立足於組織公正的文獻分析，在訪談基礎上歸納分析了50名員工描述組織公正的感受，依此確定組織公正感的五個重要構面，編製了「員工組織公正感問卷」。本研究以600名不同組織類型員工為研究對象，分別對其中220名受試者的組織公正感問卷進行EFA，另外380名受試者進行CFA。EFA的分析結果支持有五個因素可被萃取，CFA的結果進一步確認五因素的測量模型能合理適配資料，表示問卷具有良好的建構效度。本問卷的程式公正、分配公正、資訊公正、機會公正、人際公正各個構面所測得分數之內部一致性分別為0.87、0.88、0.88、0.79、0.82，總問卷之內部一致性為0.94，驗證了機會公正構面的存在。結果也顯示本問卷可以作為員工組織公正感水準之測量工具，並探討機會公正與組織公正及其他構面的關係，且針對組織公正提出了教育管理對策。

Organizational justice is the most important psychological factor which will affect the organizational behavior of the staff. At present, there is a lack of in-depth discussion on opportunity justice in the study of organizational justice that will influence the content validity of organizational justice measuring tools. Based on the domestic and international organizational justice literature and interviews, the study analyzed 50 employees' perception of organizational justice, then a questionnaire for measuring organizational justice was developed and defined five important constructs of it. Survey data consisting of 600 employees' responses to organizational justice questionnaire were analyzed for cross validation of score validity, 220 employees were selected for item analysis and exploratory factor analysis, and 380 employees were selected for confirmatory factor analysis and reliability estimation. Results indicated that a five-factor measurement model was validated. Moreover, the internal consistency reliability for procedural justice, distributive justice, information justice, opportunity justice, interpersonal justice and overall organizational justice questionnaire were 0.87, 0.88, 0.88, 0.79, 0.82 and 0.94, respectively. This result can verify the existence of the opportunity justice. The results showed that the questionnaire can be used as a measurement tool for the staff's organizational justice. The study discussed the relationship between opportunity justice and organizational justice and other aspects, and also put forward some educational management advice for organizational justice.