個體長期生活在組織中，對工作付出時間、心力與勞務，自然也希望獲得組織的報償；而升遷機會是組織最難得的報償資源之一，組織內的個體無不希望能獲得升遷機會，藉此以獲得組織的肯定，並藉由升遷得到身份的表徵與自我的實現。然而，組織透過制度進行各種管理措施的運作與實行，而升遷機會在實務界的組織中也多半透由制度進行分配，是故制度化升遷將深刻影響組織成員的公平知覺，更直接導引個體組織公民行為的發生。

　　過去少有研究探討制度化升遷對組織公民行為的影響。雖分別有文獻探討升遷制度與員工公平認知的關係、及組織公平對組織公民行為的影響，但未有研究一貫化地從制度化升遷到組織公民行為之間的關係進行探討；而該段關係之所以能夠發生，可能是因為有組織公平的中介歷程強化了顯著性。故本研究除深入探討制度化升遷對組織公民行為的關係外，更進一步探討組織公平的中介效果，藉由組織層次與個體層次分別探討各變項在其中的影響作用，並透過多層次分析與迴歸分析進行統計實證。

　　本研究以組織中的員工為研究母體，以立意抽樣的方式收集了包含科技製造業、其他製造業、科技服務業、金融服務業及其他服務業等不同產業的樣本，期望樣本的多樣性使研究結果更具類推性。問卷調查方式以紙本問卷進行填答，同時為避免同源量測所造成的共同方法變異(CMV)問題，依據研究變項的特性將問卷分別由企業人資及一般成員填答，並進行相互配對。本研究共計發出48組，共528份問卷，總回收份數共427份，回收率80.87%；在扣除漏答過多及無法辨識的9份問卷後，最後獲得有效人資問卷40份(有效回收率83.33%)，同仁問卷378份(有效回收率78.75%)。

　　研究結果顯示，制度化升遷與組織公民行為呈現正向關係，同時制度化升遷也將顯著影響組織公平；另外，組織公平對組織公民行為的正面影響亦獲得支持。故組織公平對制度化升遷與組織公民行為間關係的中介效果，獲得顯著的證實。

An individual worker spends his/her time, effort, and emotional labor in the organization everyday, wishing to get reasonable rewaords from the organization to compensate his/her work. Since promotion is one of the best scarce rescorces for the organization to pay back its excellent employee, and accompanied promotions come with better organizational identification and sel-realization of employees, every individual in the organization is looking forward to get the chance to be promoted. However, the chances for promotion are like other resources in the organization, are usually allotted by certain rules or regulations in business practice, so promotion results influenced by the promotion system will affect perceived organizational justice, or even further, affect organizational citizenship behavior afterwards.

In the review of the past literature, although a few scholars who researched on the relationship between promotion system and organizational justice had proved the relationship, and lots of researches had proven that organizational justice has a strong and stable influence on organizational citizenship behavior, any research discovering the relationship between promotion system characteristics and organizational citizenship behavior is not found. So we hypothesize that organizational citizenship behavior will happen when individuals in the organization have strong perception of organizational justice, and promotion system characteristics might be the cause to lead to perceived organizational justice; so organizational justice might be the mediator in the relationship between promotion system characteristics and organizational citizenship behavior.

Also, we regard organizational justice as a organizational level of variable, rather than an individual level one, so HLM method is applied in this research to discover the relationship between some variables in organizational level and some in the individual level, to check the cross-level influence in the organization from the top to the buttom. And since we try to gather data from diiferent sources in the 40 companies we chose, an HR who’s in charge of promotion management or have more than two years of seniority was picked to answer the HR questionnaire; and ten random sample who’s in certain professional positon were picked to answer the staff questionnaires. With the dual sources to get the datas in each company for the resourch, we may successfully avoid the problem of CMV (Common Method Varience).

In this research, all the qustionaires are answered with hard copies and we chose 48 companies with various backgrounds in both manufacturing industry and service industry as our organizational samples. And we totally sent out 528 questionaires including 48 HR questionaires matching up 480 staff questionaires in different companies; as a result we received 40 HR questionaires (83.33%) and 387 staff questionaires (80.63%) with 9 having obvious problems caused by severe unanswered items or rackless answering, so we got 378 useful staff questionaires (78.75%) in the end.

Our results in the research show that promotion system characteristics have an obvious positive influence on organizational justice, and the same have a positive influence on organizational citizenship behavior. As well organizational justice has a positive relationship with organizational citizenship behavior and is proved to be the mediator between promotion system characteristics and organizational citizenship behavior. So all the major hypotheses are supported in the conclusion of our research.

第一章 緒論......................................................... 1
第一節 研究背景與動機......................................... 1
第二節 研究目的.................................................. 4
第三節 研究流程.................................................. 5
第二章 文獻回顧................. ................................ 6
第一節 制度化升遷............................................... 6
第二節 組織公民行為............................................ 15
第三節 組織公平.................................................. 23
第三章 研究方法................. ................................ 43
第一節 研究架構與研究假設.................................. 43
第二節 研究變項的操作型定義............................... 47
第三節 研究對象與施測方式.................................. 57
第四節 分析方法.................................................. 59
第四章 資料分析與研究結果.................................. 61
第一節 樣本特性及描述性統計分析........................ 61
第二節 相關分析.................................................. 66
第三節 制度化升遷與組織公平的關聯性.................. 70
第四節 組織公平與組織公民行為的關聯性............... 84
第五節 制度化升遷與組織公民行為的關聯性........... 96
第六節 組織公平的中介效果.................................. 101
第五章 結論與建議............. ................................. 106
第一節 研究結論.................................................. 106
第二節 管理意涵與建議........................................ 112
第三節 研究限制與研究建議.................................. 116
參考文獻 ............................................................... 120
附錄一 採用量表.................................................. 129
附錄二 研究問卷.................................................. 137

一、中文部分
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林鉦棽 (1992)，組織公正、信任、組織公民行為之研究：社會交換理論之觀點，管科學報，第3卷第3期：391-415。
林鉦棽 (1999)，組織承諾、工作滿足與組織公民行為之研究：各種不同理論模式之比較，中山管理評論，第7卷第4期：1049-1073。
黃家齊 (2002)，組織公正與組織公民行為-認知型與情感型信任的中介效果，台大管理論叢，第12卷第2期：107-141。
陳建丞 (2008)，員工知覺的組織支持與工作績效間的中介模型研究，管理學報，第25 卷第3 期：309-331。
陳曦、馬劍虹、時勘 (2007)，績效、能力、職位對組織分配公平觀的影響，心理學報，39：901-908。
廖國鋒、范淼、許世卿 (2001)，組織結構特性對組織公正與組織公民行為關係影響之研究，中華管理學報，第2卷第2期：43-58。
鄭清揚 (2005)，組織公平與職場偏差行為關係之研究，文大商管學報，第10卷第1期：75-99。
 

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