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Title page for etd-0504104-112952


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Author Kuo-Chuan Chiang
Author's Email Address wsa89961@ms59.hinet.net
Department Management Business Administration
Year 2003 Semester 1
Degree Master Type of Document Master's Thesis
Language English Page Count 109
Title A STUDY ON THE RELATIONSHIP AMONG ORGANIZATIONAL JUSTICE, JOB SATISFACTION, AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR—WITH THE STATE-RUN ENTERPRISES AS AN ILLUSTRATION
Keyword
  • Organizational Citizenship Behavior
  • Organizational Justice
  • Job Satisfaction
  • Job Satisfaction
  • Organizational Justice
  • Organizational Citizenship Behavior
  • Abstract Privatization has become an important political and economic issue since it burst onto the policy advocated by England. And under the trends of liberalization and internationalization of worldwide economy, the originally state-run enterprises of
    various countries successively follow the policies of their governments and march towards privatization. In Taiwan, the step-by-step change in the economic pattern force the state-run enterprises to gradually lost their original position as a result of economic liberalization and meanwhile, state-owned enterprises, upon completion of their missions in stages, are to see the vitality and flexibility of private businesses to be added to the state-owned enterprise.
    The government also hopes that the overall economic resources can be most efficiently allocated and used through market mechanism. With the privatization reform, which focuses on transferring ownership to the public, the future state-run enterprises’ reformation should lay stress on exerting utmost economic potential and protecting social justice as well as employees’ interest.
    This study is aimed at exploring the difference in justice perceptions among the diverse public servants during the period when domestic state-run enterprises are striding toward privatization. In addition, it tries to find out how employees with different perceptions of justice will affect their willingness to perform organizational citizenship behaviors and job satisfaction. Finally, this student hopes to gain insight into how the three variables of organizational justice, organizational citizenship behavior, and job satisfaction are related in order to contribute to managerial practices.
    In this study, the researcher choose five domestic state-run enterprises as research samples and adopted descriptive statistics, reliability analysis, one-way ANOVA, regression analysis, stepwise regression analysis, multiple regression analysis, and partial correlation analysis to identify the relationships among the variables. 
    The major findings of this study are summarized as the following:
    1. Genders and positions are significantly correlated with the perceptions of organizational justice. That is to say, domestic state-own enterprises’ employeesmay care about the perceptions of organizational justice because of their own genders and positions in the organizations.
    2. Genders, age, seniority, and payment are significantly correlated with the performance of organizational citizenship behaviors. That is to say, domestic state-own enterprises’ employees will perform organizational citizenship behaviors because of their own genders, age, seniority, and payment.
    3. Age, seniority, and payment are significantly correlated with job satisfaction That is to say, the job satisfaction of domestic state-own enterprises’ employees will be affected by their own age, seniority, and payment.
    4. Organizational justice will have a significant correlation with organizational citizenship behaviors. Domestic state-own enterprises’ employees may perform
    organizational citizenship behaviors because of their own perceptions of justice.
    5. Organizational justice does not have a significant correlation with job satisfaction. In other words, domestic state-own enterprises’ employees may not have job satisfaction because of their own perceptions of justice.
    6. Job satisfaction does not mediate the relationship between organizational justice and organizational citizenship behaviors. Whether domestic state-own enterprises’ employees have job satisfaction or not, they continue to perform their own organizational citizenship behaviors because of the perceptions of justice.
    The managerial implications and suggestions of this study are summarized as the following:
    In this study, we can find that employees of state-run enterprises, their perception of organizational justice does not seem to have a significant impact on their job satisfaction and they will not perform organizational citizenship behaviors because of job satisfaction. The reason may lie in the fact that state-run enterprises employees’ rights and obligations have been protected by laws and regulations supervising public servant. They may not have higher job satisfaction with the fair treatment from their organizations. Even inappropriate performance appraisal systems and unfair reward systems will not militate against their job satisfaction and performance because their rights have already been legally protected when they join state-run enterprises. But after privatization, the reward system and promotion opportunities may enhance the employees’ job satisfaction and job performance.
    In this study, we also found that there exists a positive relationship between organizational justice and organizational citizenship behavior. The possible implication is that the management may predict the employees’ organizational citizenship behaviors based on their fair treatment from the state-run enterprises. The management should improve employees’ sense of fair treatment by the organization before expecting them to perform willingly organizational citizenship behavior. If the employees are made conscious of fair treatment from the organization, they may perform organizational citizenship behavior spontaneously. By doing so, they can improve the effectiveness of organizational operation.
    In this research, the sample size is relatively small. The larger the sample size, the more valid the research in exploring the relationships among the various variables inherent in the state-run enterprises. Subsequent studies could use larger samples from the industries of privately owned enterprises. Public servants will confront more keen competition than ever before and their own rights and interests protected by our government’s regulations will also be decreased after privatization so that subsequent researches may focus on different industries in order to realize the practical changes among organizational justice, organizational citizenship behaviors, and job satisfaction.
    Advisor Committee
  • Hsin-Hsiung Lin - advisor
  • Chu-Ching Wang - co-chair
  • Nan-Hung Lin - co-chair
  • Files indicate access worldwide
    Date of Defense 2004-01-14 Date of Submission 2004-05-04


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