公共部门公民行为、组织公平与组织绩效间关系的研究-行政管理专业论文.docx

- - PAGE VI - 摘 要 在追求企业政府口号下的今日，政府是最大的服务业，而最受民众欢迎的服 务机关，应是效率与质量并重的廉能政府。但组织设计不可能完美无缺，组织运 作及政 策推 动不一 定 具有“ 公平 性”， 因 此员工 是否 感受到 “ 组织公 平” (Organiztional justice)，对其在工作上的投入多寡有很大关系。此外，员工 扮演好份内的角色，并未能完全有效地达成组织目标，其中必须仰赖员工主动从 事自治、互动的行为，以执行某些角色要求以外的行为。这称为“组织公民行为” (Organizational Citizenship Behavior,OCB)。而这种行为是一种无条件的行 为表现，非受雇者或管理者在正式或必要条件下命令的行为，却能推动组织功能 有效的运作。综合以上所述，本研究的目的即在探讨组织公平、组织公民行为及 组织绩效间的关系，研究组织公平感与组织绩效，组织公民行为产生的交互作用。 本研究以安徽省马鞍山市民政局及局属事业单位为研究对象，发出300份问 卷，回收246份问卷，有效问卷186份。采用t检定、变异数分析及相关分析等工 具进行统计分析。研究结果发现：（1）年龄对于组织公平、组织公民行为及组 织绩效上的看法无太大的不同；（2）组织公平与组织公民行为的相关分析中， 除分配公平对耐劳负重与遵守本分无显着相关外，其余因素皆具有显著相关性存 在；（3）组织公民行为与组织绩效的相关分析中，除遵守本分对群体凝聚力与 工作满意度无显著相关外，其余因素皆具有显著相关性存在；（4）组织公平与 组织绩效中各因素的相关分析皆具显着相关性存在。 关键词：组织公平、组织公民行为、组织绩效 Abstract Today, be ambitious of the businesslike government, the government organization becomes the biggest service industry in a country. An effectiveness, quality, and incorruptible government will be most favorable by the citizen. However, the organizational design has never been perfect, the organization operation and policy practice do not always show justice. This manner derives the relationship between employee’s awareness of organizational justice and input of work force. In addition, employee complete their duties may not drive the government organization to achieve its goal completely. Achieving organizational goal depends on the behaviors that are beyond normal role requirements which include self-management and interaction. This is called the organizational citizenship behavior (OCB). It is not a behavior underlying a formal or certain condition but self-sacrifice, which can drive the organizational operation effectively. In summary, this study examines the relationship between organizational justice, organizational citizenship behavior and organizational performance，and explores the interactive effects of justice on OCB and organizational perfoemance. In this study, 300 of questionnaires were sent to the employees of the civil administration burea