組織正義、組織危機管理、與員工脈絡績效之關係：
蔡啟通 |
| 摘要 本研究探討員工知覺之組織正義因素（考績與薪酬之公平（PCJ）和重視溝通與公正不阿（CIJ））及組織危機管理分別與其脈絡績效之關係。其次，本研究欲檢測員工的CIJ是否會對PCJ與其脈絡績效之關係產生干擾效果。再者，本研究亦欲瞭解員工CIJ對於PCJ與其脈絡績效的關係之干擾效果是否會受到組織危機管理的干擾。本研究之受測對象為328員工，實得有效問卷212份。結果顯示，員工的PCJ或CIJ愈高，其脈絡績效愈佳；員工知覺之組織危機管理愈高，其脈絡績效亦愈佳。員工的CIJ會對PCJ與其脈絡績效之關係產生干擾效果。當員工的CIJ高時，員工的PCJ愈低，其脈絡績效愈佳；當員工的CIJ低時，員工的PCJ與其脈絡績效較沒有關連。員工CIJ對於PCJ與其脈絡績效的關係之干擾效果會受到組織危機管理高低的干擾。此外，員工知覺的組織危機管理不會對PCJ與脈絡績效之關係產生干擾效果。 This study examines the relationships among employees’ organizational justice, organizational crisis management, and contextual performance. In addition to examining the independent associations between “justice of performance and compensation”(PCJ), “communicative and impartial justice”(CIJ), organizational crisis management and contextual performance, this study also explores whether employees’ CIJ has significant moderating effect on the relationship between employees’ PCJ and their contextual performance, and whether the organizational crisis management has significant moderating effect on the relationship between employees’ PCJ and their contextual performance. Finally, this study examines whether the moderating effect of employees’ CIJ on the relation between PCJ and their contextual performance is, in turn, moderated by organizational crisis management. Survey data on 212 employees from Taiwanese hospitality enterprises suggest that the employees who placed more importance on their PCJ or CIJ were more likely to enhance contextual performance. The employees who perceived the higher organizational crisis management most had the higher contextual performance. In addition, the PCJ had more of a negative impact on employee contextual performance when CIJ was high rather than low. This pattern was most pronounced for employees who perceived the low organizational crisis management. |