建構加薪程序公平對員工態度之影響模式

Construct a Model on the Interrelationships between Procedural Justice of Pay Raise and Employee's Attitudes

10.6736/JPSR.200512_2(2).0005

夏榕文(Jung-Wen Hsia)；陳坤霖(Kun-Lin Chen)

加薪程序公平 ； 加薪滿意度 ； 工作投入 ； 組織承諾 ； Procedural justice of pay raise ； Pay raise satisfaction ； Job involvement ； organizational commitment

績效與策略研究

2卷2期（2005 / 12 / 01）

103 - 120

繁體中文

優質的人力資源是企業維持競爭力與高績效的主要因素，因此如何有效提升組織成員的工作投入與組織承諾是相當值得探討的議題，也受到許多組織學者的重視。在解釋員工態度的相關理論中，公平理論受到許多組織學者們的關注，該理論係探討員工公平的知覺對其工作態度的影響，近年來該理論大量應用在許多不同組織系絡中，例如績效評估、薪資設計等。由於公平理論特定領域之應用，可以有效提高研究的精確性與有效性(Konovsky，2000)，因此本研究意欲建構一個探討加薪程序公平與其後果變項之理論模式。 本模式主要探討在加薪制度的系絡下，員工所知覺的加薪程序公平，會影響員工對加薪的滿意度，並進而影響員工工作投入與組織承諾兩類態度。樣本採用立意抽樣，主要受訪對象為任職於新竹、竹北、及竹南等地之工作者，共計回收有效問卷141份。另外，本研究以LISREL進行模式分析與驗證，主要的發現包括1.加薪程序公平對加薪滿意與工作投入具有直接的效果。2.加薪程序公平會經由加薪滿意的中介，進而影響員工組織承諾。另外，本研究亦針對研究發現提出未來研究的建議。

Contemporary researches of the organization are concerned about the subordinates' attitudes about the organization. Consequently, many scholars investigated into the subordinates' attitudes. Adams' Equity Theory was the priority research of the distributive justice. Then the procedural justice has been discussed because the distributive dimension couldn't fully explain the justice events. The research develops the dimension-specific theory, in order to increase the accuracy and effectiveness. This study concerns about the procedural justice on pay raise decision, effecting organizational commitment, and job involvement with mediator of pay raise satisfaction. Through the Surveys to 141 workers, develop the preliminary conclusion: the pay raise satisfaction mediate with procedural justice of pay raise on organizational commitment.

1. Adams, J. S.(1965).Inequity in social exchange.Advance in experimental social psychology,2,267-299.
2. Alexander, S.,Ruderman, M.(1987).The role of procedural and distributive justice in organizational behavior.Social Justice Research,1,177-198.
3. Baron, R. M.,Kenny, D. A.(1986).The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations.Journal of Personality and Social Psychology,51(6),1173-1182.
4. Bies, R. J.,Moag, J. S.(1986).Interactional Justice: Communication criteria of fairness.Research on negotiation in Organizations,1,43-55.
5. Bies, R. T.,Shapriro, D. L.(1987).Interactional fairness judgments: The influence of casual accounts.Social Justice Research,1,199-218.
6. Folger, R.,Greenberg, J.(1985).Procedural justice: An interpretive analysis of personnel systems.Research in Peronnel and Human Resource Management,3,141-183.
7. Folger, R.,Konovsky, M. A.(1989).Effects of procedural and distributive justice on reactions to pay raise decisions.Academy of Management Journal,32,15-130.
8. Fryxell G. E.,Gordon. M. E.(1989).Workplace Justice and Job Satisfaction as Predictors of Satifaction with Union and Management.Academy of Management Journal,32(4),851-867.
9. Greenberg, J.(1987).A taxonomy of organizational justice theories.Academy of Management review,12,9-22.
10. Greenberg, J.(1987).Reaction to procedural injustice in payment distribution: Do the means justify the ends?.Journal of Applied Psychology,72,55-61.
11. Greenberg, J.(2000).Organizational Justice: Yesterday, Today, and Tomorrow.Journal of Management,16(2),399-433.
12. Greenberg, J.(1987).Using diaries to promote procedural justice in performance appraisals.Social Justice Research,1,219-234.
13. Greenberg, J.,Folger,P. B. Paulus (Ed.)(1983).Basic group processes.New York:Springer-Verlag.
14. Hair, J. F.,Anderson, R. E.,Tatham, R. L.,Black, W. C.(1998).Multivariate Data Analysis with Readings.Englewood Cliffs'. NJ:Prentice-Hall.
15. Heneman., Horbert. G.(1985).Pay satisfaction.Research in Personnel and Human Resource Management,3,115-139.
16. Homans, G. C.(1961).Social behavior: Its elementary forms.New York:Harcourt, Brace, & Word.
17. Kanungo. R. N.(1982).Measurement of Job and Work Involvement.Journal of Applied Psychology,67(3),341-350.
18. Konovsky, M. A.(2000).Understanding Procedural Justice and Its Impact on Business Organizations.Journal of Management,26(3),489-513.
19. Lawler, E. E.,Scheflen, K. C.,Scheflen, K. C.(1971).Long-Term Impact of Employee Participation in The Development of Pay Incentive Plans: A Field Experiment Revisited.Journal of Applied Psychology,55(3),182-186.
20. Leventhal, G. S.,J. W. Thibult (Eds),J. T. Spence (Eds),R. C. Carson (Eds)(1976).Contemporary topics in social Psychology.Morristown, NJ:General Learning Press.
21. Leventhal, G. S.,Karuza J.,Fry, W. R.,G. Milula (Ed.)(1980).Justice and social interaction.New York:Springer Verlag.
22. Leventhal, H.(1976).Attorneys' Fees for Public Interest Representation.ABA Journal,62(9),1134-1137.
23. Lind, E. A.,Tyler, T. R.(1988).The social psychology of procedural justice.New York:Plenum.
24. Lodahl, T. M.,Kejner. M.(1965).The Definition and Measurement of Job Involvement.Journal of Applied Psychology,49(1),24-33.
25. Meyer. J. P.,Bobocel. D. R.,Allen. N. J.(1991).Development of Organizational Commitment During the First Year of Employment: A Longitudinal Study of Preand Post-Entry Influences.Journal of Management,17(4),716-734.
26. Moorman, R. M.(1991).Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?.Journal of Applied Psychology,76(6),845-855.
27. Morris, J. H.,Sherman, J. D.(1981).Generalizability of an Organizaitonal Commitment Model.Academy of Management Journal,24(3),512-526.
28. Nieoff, B. P.,Moorman(1993).Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior.Academy of management Journal,36(3),327-336.
29. Ong, Chorng-Shyong,Lai, Jung-Yu,Wang, Yi-Shun(2004).Factors affecting engineers' acceptance of asynchronous e-learning system in high-tech companies.Information & Management,41,795-804.
30. Organ, D. W.(1988).Organizational citizenship behavior: The good soldier syndrome.Lexington, MA:Lexington.
31. Organ, D.W.(1988).A Restatement of the Satisfaction-Performance Hypothesis.Journal of Management,88(14),547-558.
32. Scholl, R. W.,Cooper, E. A.,McKenna, J. F.(1987).Referent selection in determining equity perceptions: Differential effects on behavioral and attitudinal outcomes.Personnel Psychology,40,113-124.
33. Steers, R. M.,Richard M.(1977).Antecedents and Outcomes of Organizational Commitment.Administrative Science Quarterly,22(1),46-56.
34. Stouffer, S. A.,Shuman, E. A.,DeVinney, L. C.,William, R. M.(1949).The American Soldier (Vol. 1): Adjustment during army life.Princeton NJ:Princeton University Press.
35. Thibuat, J.,Walker, L.(1975).Procedure Justice: A psychological analysis.Hillsdale, NJ:Lawrence Erlbaum Associates.
36. Tyler, T. R.,Bies, R. J.,IN J. Carrol (Ed.)(1989).Advances in applied social psychology: Business settings.Hillsdale, NJ:Lawrence Erlbaum Associates.
37. Weissenberg,.,Gruenfeld, L. W.(1966).Relationships among Leadership Dimensions and Cognitive Style.Journal of Applied Psychology,50(5),392-395.
38. 古聖姿(2004)。碩士論文(碩士論文)。銘傳大學公共管理與社區發展研究所。
39. 吳萬益、林清河(2002)。行銷研究。台北:華泰書局。
40. 宋世雯(1999)。碩士論文(碩士論文)。國立高雄師範大學成人教育研究所。
41. 林淑姬(1992)。博士論文(博士論文)。國立政治大學企業管理研究所。
42. 馬樹榮(2000)。碩士論文(碩士論文)。國立中山大學人力資源研究所。
43. 陳裕琪(1997)。碩士論文(碩士論文)。國立中央大學人力資源研究所。
44. 游宏智(1997)。碩士論文(碩士論文)。中原大學企業管理研究所。
45. 黃仲毅(2001)。碩士論文(碩士論文)。台北醫學院醫學研究所。
46. 黃超吾(2002)。碩士論文(碩士論文)。國立中山大學人力資源研究所。
47. 潘依琳(1993)。碩士論文(碩士論文)。國立台灣大學護理學研究所。
48. 鄭坤裕(2001)。碩士論文(碩士論文)。國立交通大學經營管理研究所。

1. 陳秀玉、許順旺、張勻絜(2012)。國際觀光旅館主管組織變革認知、工作態度與工作績效之相關研究─以薪酬制度為干擾變項。運動休閒餐旅研究，7(2)，1-28。
2. 許順旺、邱瑜婷(2011)。國際觀光旅館餐飲部門組織正義、員工創新行為與績效表現之相關研究—以組織支持為干擾變項。觀光休閒學報，17(1)，49-74。
3. 葉靜輝、郭芬芳、袁宇熙(2014)。高科技產業分紅費用化後薪酬替代措施對員工工作滿足、組織承諾及離職債向影響之研究。財務金融學刊，11(2)，77-102。