人事奖惩决策归因与程序正义知觉关系之研究—以国防管理学院成员 .pdf

人事獎懲決策歸因與程序正義知覺關係之研究 — 以國防管理學院成員為樣本 A Study of Relationship between Personnel Decision Attribution and Procedural Justice Perception ﹕Using Members in NDMC as Samples 羅新興 Lo, Hsin-Hsin 國防大學企業管理學系副教授 Department of Business Administration National Defense University 摘 要 本研究以國防管理學院的行政獎勵與行政懲罰為研究情境，探討組織成員對於人事獎懲決 策歸因與程序正義知覺的關聯性，以及程序正義知覺與生涯期望的關連性。分析 136 份有效樣本 發現如下： 1.就獎勵決策而言，組織成員愈認為特定獎勵決策的考慮焦點是當事人的實際行為， 以及組織成員愈認為特定獎勵的穩定性愈高，則愈傾向認為該決策是「對事不對人」。2.就懲罰 決策而言，組織成員愈少認為特定懲罰的考慮焦點是當事人的個人特質，以及組織成員愈認為當 事人對特定懲罰的控制性愈高，則愈傾向認為該決策是「對事不對人」3.組織成員愈認為特定獎 勵及懲罰決策是「對事不對人」，則愈認為該決策具有程序正義。4.組織成員愈認為特定獎勵及 懲罰決策具有程序正義，則個人的生涯期望愈高。 關鍵字:決策焦點、決策穩定性、決策控制性、決策歸因、程序正義 Abstract This study was trying to explore three perspectives: the relationship between the members’ decision characteristic perception and their attribution, decision attribution and justice perception, and procedural justice perception and their expectation in career, which were based on the personnel decision of administrative reward and punishment of NDMC. In the analysis of 136 valid subjects, there were seven findings. First, the more they believed that the focus of decision of certain administrative reward was the personal behavior and the more they believed that the decision stability of certain administrative reward then the more they considered that the decision made was “for the task not for oneself”. Second, the less they believed that the focus of certain administrative punishment decision was on the personal trait and the more they believed that the decision control of certain administrative punishment was higher then the more they thought the