探討領導與部屬交換關係、組織公平與組織自尊對工作績效之影響——以當責為中介效果

The Impact of Leader-Member Exchange, Organization-Based Self- Esteem and Organizational Justice on Work Performance: The Mediating Effect of Accountability

目的
組織在面對外在變動之環境下，當責是組織管理良方之一，在醫療服務業下之員工當責是否對於工作績效也具有影響力？再者，過去研究領導與部屬交換關係良好、組織自尊較高，皆能提升工作動機；但領導與部屬交換關係、組織自尊、組織公平、當責與工作績效之間關係，過去研究尚未能同時釐清關係。
方法
本研究以台中市某區域級教學醫院之正式員工為研究對象，量表參考學者及專家之意見，在經過預試及項目分析後正式施測。回收有效樣本587份，採用CMV、信效度、差異性分析及SEM、CR&AVE、區別效度等統計方法。
結果
本研究結果顯示，領導與部屬交換關係、當責、組織自尊、組織公平及工作績效完整整合影響模式（理論模式）與觀察變數之配適度理想、符合SEM模式。領導與部屬交換關係與組織自尊、組織公平對員工當責皆具正向影響；員工當責對工作績效亦具正向影響；員工當責在組織自尊和工作績效及組織公平和工作績效間具部份中介效果，而在領導與部屬交換關係與工作績效間，則具完全中介效果。
結論
本研究建議主管應適時鼓勵員工在工作上的表現、改善與員工的相處溝通模式，讓彼此在相處關係上更為融洽，進而改變員工的工作態度，提升對上屬與組織的認同，將可強化員工當責，以提升員工工作績效。

Purposes
In the face of external changes, accountability is one of the best organizational management strategies. Within the healthcare services sector, does employee accountability also have an impact on work performance? Past research has demonstrated that good leader-member exchanges between leaders and subordinates, as well as greater organization-based self-esteem, can improve work motivation. However, the correlations between leader-member exchanges, organization-based self-esteem, organizational justice, accountability, and work performance have yet to be elucidated upon.
Methods
In this study, full-time employees of a regional teaching hospital in Taichung City were recruited as the research subjects and referenced the measurement scale recommended by the opinions of scholars and experts, which is officially administered after pre-testing and item analysis. Data were collected from 587 subjects and statistical methods such as CMV, reliability and validity, difference analysis, SEM, CR, AVE, and discriminant validity were utilized.
Results
The results of this study demonstrated that the correlation between leader-member exchanges, accountability, organization-based self-esteem, organizational justice, and work performance fully integrated with the influence model (theoretical model) and appropriately matched the observed variables, which is consistent with the SEM model. Leader-member exchanges, organization-based self-esteem, and organizational justice positively impacted employee accountability, which (in turn) influenced work performance positively. Employee accountability has a partial mediation effect between organization-based self-esteem and work performance, and organizational justice and work performance, while having full mediation effect between the leader-member exchanges and work performance.
Conclusions
This study recommends that supervisors should encourage employees to perform well at work and to improve communication modes with employees, which improves harmony in relationships and, thereby, augments employees' work attitudes and enhances their recognition with superiors and the organization. This strengthens employee accountability and work performance.