摘　要

組織政治活動大多起源於組織成員為達到組織目標或對自我利益最大化滿足之追求，因此組織成員在組織中之政治知覺，將使其認知個人努力或需求是否能獲得實現，進而影響其工作投入程度及工作績效表現。故本研究之目的即是希望了解影響組織政治知覺、工作投入及工作績效間之關聯性。經實證分析，本研究綜合發現如下：
1. 女性對於組織政策與實務政治知覺大於男性。
2. 年齡35歲（含）以下人員對於上司政治行為知覺及同事與小團體政治行為知覺高於年齡在35歲以上之人員。
3. 單身者之組織政治知覺均大於有配偶者。
4. 非主管人員對於組織政治知覺及同事與小團體政治行為知覺大於擔任主管職人員。
5. 主管位階愈高，工作投入程度愈高。
6. 組織政治知覺構面均與工作投入呈顯著負相關。
7. 藉著分別控制性別、婚姻、年齡、教育程度、年資及職位，以釐清組織政治知覺與工作績效間之關係，研究發現：
7.1 女性、單身、年齡35歲(含)以下、教育程度在大專(含)以上、年資深、主管對於上司政治行為知覺愈高，則其整體工作績效、任務績效與脈絡績效均愈差。
7.2 女性、教育程度在大專(含)以上、年資深、主管對於組織政策與實務政治知覺愈高，則其整體工作績效愈高。
7.3 男性、年齡35歲(含)以下、教育程度在大專(含)以上、年資淺、非主管對於組織政策與實務政治知覺愈高，則其任務績效愈高。
7.4 女性、年資深、主管對於組織政策與實務政治知覺愈高，則其脈絡績效愈高。
8. 干擾變項工作投入對於組織政治知覺及工作績效間不具干擾效果。

ABSTRACT

Most of the organizational politics derive either from achieving the organizational goal by organizational members, or from the purpose of maximizing self-interests. Therefore, Perceptions of Organizational Politics (POPs) might influence the perception of need satisfaction or outcome and affect job involvement and job performance. The purpose of the study is to understand the relationship among POPs, job involvement and job performance. Through empirical survey, there are several outcomes as follows:
1. Females have more political perceptions of organizational policy and practice than males do.
2. Members under 35 years old have more perceptions of supervisors’ political behavior and have more perceptions of coworkers’ and cliques’ political behavior than members over 35 years old do.
3. Single members’ POPs is higher than married members’.
4. Non-managers’ POPs and perceptions of coworkers’ and cliques’ political behavior are higher than managers.
5. The higher the managers’ level, the higher the job involvement.
6. The dimensions of POPs are negatively relative to job involvement.
7. By controlling sex, marriage, age, education, service seniority, and position to examine the relationship between POPs and job performance.
7.1 Females, single, under 35 years old, college and above, seniority and managers have higher perceptions of supervisors’ political behavior and lower job performance, task performance, and contextual performance.
7.2 Females, college and above, seniority, and managers have higher political perceptions of organizational policy and practice, and higher job performance.
7.3 Males, under 35 years old, college and above, less years spent on the job, non-managers have higher political perceptions of organizational policy and practice and higher task performance.
7.4 Females, seniority, and managers have higher political perceptions of organizational policy and practice and higher contextual performance.
8. As an interference variable, job involvement doesn’t significantly interfere the relationship between POPs and job performance.

目　　錄

第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 組織政治知覺的理論與研究 3
第二節 工作投入的理論與研究 15
第三節 工作績效的理論與研究 23
第四節 組織政治知覺、工作投入與工作績效之關係 34
第三章 研究設計與方法 36
第一節 研究架構 36
第二節 研究變項的操作型定義 36
第三節 研究假設 38
第四節 衡量工具 38
第五節 資料蒐集 40
第六節 資料分析方法 41
第七節 樣本描述性統計與量表信度分析 43
第四章 實證分析 48
第一節 各研究變項間的相關程度分析 48
第二節 組織政治知覺在不同變項之差異性分析 50
第三節 組織政治知覺與工作投入及工作績效之關係分析 59
第四節 組織政治知覺與工作投入之交互作用對工作績效的影響 76
第五節 組織政治知覺與工作績效之典型相關分析 78
第五章 研究結論與建議 81
第一節 研究發現 81
第二節 研究結論 88
第三節 研究建議 89
第四節 研究限制 91

參考文獻　 92
中文書目　 92
英文書目　 94
附錄　研究問卷　 101



圖目錄

圖2-1 組織政治知覺模型 8
圖2-2 Vroom的期望理論模型 19
圖2-3 Rabinowitz & Hall的綜合理論模型 20
圖2-4 Kanungo的動機理論模型 21
圖3-1 本研究架構圖 36
圖4-1 組織政治知覺構面與工作績效構面之典型相關分析路徑圖 79
圖4-2 組織政治知覺構面與工作績效構面第一組典型變量組型圖 80


表目錄

表2-1 組織政治運作對組織的影響 4
表2-2 Ferris & Kacmar 組織政治知覺之實證結果 9
表2-3 組織政治知覺與前因變項之關係 10
表2-4 組織政治知覺與後果變項之關係 13
表2-5 工作投入相關研究彙整 22
表2-6 Borman & Motowidlo 之脈絡績效分類 31
表2-7 任務績效相關研究彙整 32
表2-8 脈絡績效相關研究彙整 33
表2-9 組織政治知覺與工作投入及工作績效間之關係彙整表 35
表3-1 樣本描述 43
表3-2 研究量表信度係數彙整表 44
表3-3 組織政治知覺量表構面 45
表3-4 工作績效量表構面 46
表4-1 組織政治知覺與個人變項之相關分析 49
表4-2 組織政治知覺與後果變項及干擾變項之相關分析 50
表4-3 組織政治知覺在個人變項上之差異分析 51
表4-4 上司政治行為知覺在個人變項上之差異分析 52
表4-5 同事與小團體政治行為知覺在個人變項上之差異分析 53
表4-6 組織政策與實務政治知覺在個人變項上之差異分析 54
表4-7 整體工作績效的多重分類分析 56
表4-8 任務績效的多重分類分析 57
表4-9 脈絡績效的多重分類分析 59
表4-10 組織政治知覺構面對工作投入的複迴歸分析 60
表4-11 組織政治知覺構面對整體工作績效的複迴歸分析 62
表4-12 控制性別變項後組織政治知覺與整體工作績效之關係 63
表4-13 控制婚姻變項後組織政治知覺與整體工作績效之關係 63
表4-14 控制年齡變項後組織政治知覺與整體工作績效之關係 64
表4-15 控制教育程度變項後組織政治知覺與整體工作績效之關係 64
表4-16 控制年資變項後組織政治知覺與整體工作績效之關係 65
表4-17 控制職位變項後組織政治知覺與整體工作績效之關係 65
表4-18 組織政治知覺構面對任務績效的複迴歸分析 67
表4-19 控制性別變項後組織政治知覺與任務績效之關係 68
表4-20 控制婚姻變項後組織政治知覺與任務績效之關係 68
表4-21 控制年齡變項後組織政治知覺與任務績效之關係 69
表4-22 控制教育程度變項後組織政治知覺與任務績效之關係 69
表4-23 控制年資變項後組織政治知覺與任務績效之關係 70
表4-24 控制職位變項後組織政治知覺與任務績效之關係 70
表4-25 組織政治知覺構面對脈絡績效的複迴歸分析 72
表4-26 控制性別變項後組織政治知覺與脈絡績效之關係 73
表4-27 控制婚姻變項後組織政治知覺與脈絡績效之關係 73
表4-28 控制年齡變項後組織政治知覺與脈絡績效之關係 74
表4-29 控制教育程度變項後組織政治知覺與脈絡績效之關係 74
表4-30 控制年資變項後組織政治知覺與脈絡績效之關係 75
表4-31 控制職位變項後組織政治知覺與脈絡績效之關係 75
表4-32 工作投入對組織政治知覺構面與工作績效之干擾分析 77
表4-33 組織政治知覺構面與工作績效構面的典型相關分析摘要表 79
表5-1 組織政治知覺與不同個人變項相關分析結果彙總表 82
表5-2 組織政治知覺在不同個人變項上之差異性分析結果彙總表 82
表5-3 組織政治知覺對工作投入之影響性分析結果彙總表 83
表5-4 組織政治知覺與整體工作績效關係驗證結果彙總表 84
表5-5 組織政治知覺與任務績效關係驗證結果彙總表 85
表5-6 組織政治知覺與脈絡績效關係驗證結果彙總表 86
表5-7 組織政治知覺與工作投入對工作績效影響驗證結果彙總表 86
表5-8 工作投入對組織政治知覺與工作績效間之干擾效果驗證結果彙總表 87

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