變革管理：程序正義對工作結果變項之探討

Change Practices and Work Outcomes: A Procedural Justice Perspective

10.6147/JHRM.2009.0902.01

黃正雄(Cheng-Shung Huang)；徐婉瑤(Wu-Yao Shi)

程序正義 ； 變革抗拒 ； 工作滿意 ； 工作績效 ； procedural justice ； resistance to change ； job satisfaction ； job performance

人力資源管理學報

9卷2期（2009 / 06 / 01）

1 - 17

繁體中文

對於不公不義的決策過程，即使沒有損及個人利益，員工也會感到憤怒與不愉快；至目前爲止，關於企業變革此特定情境下，員工的企業變革知覺和正義知覺對員工的工作結果變項（如變革抗拒行爲與工作績效）間之關連性，仍所知不多，過去的變革領域研究並未對員工態度、變革抗拒行爲和工作績效三層面做整合，以進行變革效能的研究。本研究以結構方程式分析213筆的三方配對資料，研究結果顯示：在變革的特定情境下，程序正義是變革抗拒行爲的預測因子；而變革抗拒行爲比工作滿足感是對員工個人工作績效更重要的預測因子；程序正義並未與任務績效有直接連結，是透過工作滿足與抗拒變革行爲而與任務績效產生連結，研究意涵如後。

With respect to unfair process that has been made in an organization, employees feel irritated about it even though their interests are not deteriorated. To date, little research has investigated the relationships between change process, perceived procedural justice, and work outcomes, especially in the change circumstance. Previous change studies lacked research focus on the exploration of the relationships of employee attitude, resistance to change, and job performance. This study collected 213 triadic data effective in our structural equation analysis. Results indicate that procedural justice is predictive of resistance to change; second, procedural justice is not significantly related to job performance. Third, resistance to change is much weighted than work satisfaction in predicting job performance. The implications of research are discussed therefore.

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