本研究的目的為探討組織政治知覺與工作滿足的關係，並進而深入研究「瞭解」「控制」「內外控人格」「A型人格特質」「與主管共事年資」等干擾變數對於舒緩政治知覺對於工作滿足負向影響之效果。本研究乃以一般公民營企業為發放單位，回收之有效問卷為1643，統計使用方法為描述性統計、t檢定、ANOVA、相關分析、因素分析、信度分析、迴歸分析、及層級迴歸分析，研究結果共將政治知覺歸併為三個構面，分別為一般政治行為、保持沉默靜待好處及薪資與升遷政策，組織政治知覺的三個分構面及總構面對於工作滿足均有負向影響，瞭解程度越高，越可舒緩一般政治行為對外在滿足的負向影響。控制程度越高，除可降低一般政治行為對於內、外在滿足的負向影響之外，亦可舒緩保持沉默靜待好處對外在滿足的負向影響。而就總構面而言，控制也可降低政治知覺對一般滿足的負向影響，顯示控制的確為一相當重要的干擾因素。

The purpose of this research is to examine the relationship between perceptions of organizational politics and job satisfaction. This research also deeply investigates the variables that moderate the perceptions of organizational politics-. These variables are understanding, control, locus of control, type A personality and the tenure working for supervisor. The objects of this research are public and privacy organizations. The sample consisted of 1643 employees selected from diverse organizations. The data was analyzed by statistical methods are descriptive statistic, t-test, ANOVA, correlation analysis, factor analysis, reliability analysis, regression analysis and hierarchical regression analysis. The major results of this study are as following:
The perceptions of organizational politics were found have a negative relationship with satisfaction. This finding also indicated that understanding and control moderated the relationship between the perceptions of organizational politics and job satisfaction. However, locus of control, type A personality and tenure working for supervisor don’t have moderate effect in the relationship between perceptions of organizational politics and job satisfaction.

目 錄
圖目錄……………………………………………………………………………….Ⅲ
表目錄…………………………………………………………………………….…Ⅳ
第一章 緒論………………………………………….…………..……………..1
第一節 研究動機……………………………………………….…………….2
第二節 研究目的……………………………………………….…………….2
第三節 研究流程……………………………………………….…………….3

第二章 文獻探討…………………………………………..…………………….4
第一節 組織政治知覺之定義及相關研究……………………….…………..4
第二節 工作滿足定義及相關研究…………………………………………..16
第三節 干擾變數定義及相關研究…………………………………………..22

第三章 研究方法………………………………………………………………...29
第一節 研究架構及研究假設………………………………….……………29
第二節 研究變數之衡量及分析方法………………………….……………31
第三節 樣本及量表分析……………………………………….……………36
第四節 研究變數之操作性定義……………………………….……………43

第四章 實證分析………………………………………………………………..45
第一節 個人屬性於政治知覺構面上之差異分析…………………………..45
第二節 各研究變數之相關分析……………………………………………..52
第三節 政治知覺對工作滿足之影響分析組織…………………………..…54
第四節 干擾變數於政治知覺和工作滿足分構面之影響分析……………..56
第五節 干擾變數對政治知覺總構面和一般滿足之影響分析……………..73

第五章 結論與建議……………………………………………………………..79
第一節 研究結論…………………………………………………………….79
第二節 管理實務建議……………………………………………………….83
第三節 研究限制及後續研究建議………………………………………….85

參考文獻……………………………………………………………………………..87
附錄一………………………………………………………………………………..94
附錄二……………………………………………………………………………......98
附錄三………………………………………………………………………………101
圖目錄

圖1-3-1 研究流程圖………………………………………………………….………3
圖2-1-1 組織政治知覺模型………………………………………………………….4
圖2-2-1 工作滿足之前因與後果相關變項模型…………………………………...21
圖3-1-1 研究架構…………………………………………………………………...29
圖4-4-1 瞭解對一般政治行為和外在滿足之干擾作用…………………………...57
圖4-4-2 控制對一般政治行為和內在滿足之干擾作用…………………………...61
圖4-4-3 控制對一般政治行為和外在滿足之干擾作用…………………………...62
圖4-4-4 控制對保持沉默靜待好處和外在滿足之干擾作用……………………...64
圖4-5-1 控制對政治知覺總構面和一般滿足之干擾作用………………………...75


表目錄

表2-1-1 組織政治知覺與前因變項之關係表…………………………………….…6
表2-1-2 組織政治知覺與後果變項關係表……………………………………….…9
表2-1-3 干擾變項使用結果分析表…………………………………………….…..12
表2-2-1 工作滿足定義列表…………………………………………………….…..16
表2-3-1 內、控者的情感及認知……………………………………………….…..25
表2-3-2 內、控者的價值觀、進行方針及行為……………………………….…..26
表2-3-3 內外控人格特質於工作滿足上之差異比較………………………….…..27
表3-3-1 抽樣機關及問卷回收情形統計表…………………………………….…..36
表3-3-2 研究樣本描述性分析表…………………………………………….……..38
表3-3-3 組織政治知覺量表因素及信度分析………………………………….…..39
表3-3-4 工作滿足量表因素及信度分析…………………………………….……..41
表4-1-1 性別於各研究變項上之差異分析……………………………….………..45
表4-1-2 年齡於各研究變項上之差異分析…………………………………….…..46
表4-1-3 於該任職機構工作年資於各研究變項上之差異分析……………….…..47
表4-1-4 與主管共事年資於各研究變項上之差異分析……………………….…..48
表4-1-5 工作職級於各研究變項上之差異分析……………………………….…..49
表4-1-6 教育程度於各研究變項上差異分析……………………………….……..50
表4-1-7 婚姻狀況於各研究變項間上差異分析…………………………….……..51
表4-2-1 研究變數間相關係數表…………………………………………….……..53
表4-3-1 組織政治知覺三構面對內在工作滿足逐步迴歸結果…………….……..54
表4-3-2 組織政治知覺三構面對外在工作滿足逐步迴歸結果…………….……..54
表4-4-1 瞭解對於一般政治行為與工作滿足關係之干擾結果……………….…..56
表4-4-2 瞭解對於保持沉默靜待好處與工作滿足關係之干擾結果……….……..58
表4-4-3 瞭解對於薪資與升遷政策與工作滿足關係之干擾結果………….……..59
表4-4-4 控制對於一般政治行為與工作滿足關係之干擾結果……………….…..60
表4-4-5 控制對於保持沉默靜待好處與工作滿足關係之干擾結果……….……..63
表4-4-6 控制對於薪資與升遷政策與工作滿足關係之干擾結果…………….…..64
表4-4-7 內外控人格對於一般政治行為與工作滿足關係之干擾結果…….……..65
表4-4-8 內外控人格對於保持沉默靜待好處與工作滿足關係之干擾結果….…..66
表4-4-9 內外控人格對於薪資與升遷政策與工作滿足關係之干擾結果….……..67
表4-4-10 A型人格對於一般政治行為與工作滿足關係之干擾結果…….……….68
表4-4-11 A型人格對於保持沉默靜待好處與工作滿足關係之干擾結果….…….68
表4-4-12 A型人格對於薪資與升遷政策與工作滿足關係之干擾結果……….….69
表4-4-13 與主管共事年資對於一般政治行為與工作滿足關係之干擾結果…….70
表4-4-14 與主管共事年資對於保持沉默靜待好處與工作滿足關係之干擾結果.70
表4-4-15與主管共事年資對於薪資與升遷政策與工作滿足關係之干擾結果….71
表4-5-1 瞭解對於政治知覺與一般滿足關係之干擾結果………………………..73
表4-5-2 控制對於政治知覺與一般滿足關係之干擾結果………………………..74
表4-5-3 內外控人格對於政治知覺與一般滿足關係之干擾結果………………..75
表4-5-4 A型人格對於政治知覺與一般滿足關係之干擾結果……………….….76
表4-5-5 與主管共事年資對於政治知覺與一般滿足關係之干擾分析結果….….77
表4-5-6 假設驗證結果匯整表………………………………………………….….77

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