Responsive image
博碩士論文 etd-1129116-200037 詳細資訊
Title page for etd-1129116-200037
論文名稱
Title
升遷機會對反生產力行為之影響-中介與調節效果分析
The Impact of Promotion Chance on Counterproductive Work Behavior-The Analysis of Mediation and Moderation
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
123
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2016-12-20
繳交日期
Date of Submission
2016-12-29
關鍵字
Keywords
自尊、組織正義、反生產力行為、升遷機會
self-esteem, organizational justice, counterproductive work behavior, promotion chance
統計
Statistics
本論文已被瀏覽 5893 次,被下載 360
The thesis/dissertation has been browsed 5893 times, has been downloaded 360 times.
中文摘要
在組織水平化的趨勢下,傳統的職缺勢必大幅的減少,因此升遷機會將不如過去所想像,組織勢必要審慎地管理員工升遷機會的認知,因為員工投入於一家公司服務,會設想未來能夠獲得薪資與地位的提升,不過升遷制度的設計往往只能容許少數人達成升遷的目標,則升遷受挫的員工是否因為此不利的事件,而產生對組織的反生產力行為,將是本研究的核心問題。
本研究總計受測的員工為353位,並以目前仍在職的員工為對象,含括各行各業,採行的方式為階層式迴歸分析來釐清架構間構念的關係,並以結構方程來檢驗概念架構是否適配。
研究的結果顯示,組織正義部分中介於升遷機會與反生產力行為間的關係,而自尊並無在組織正義與反生產力行為間有調節效果,因此對於員工來說,組織正義的提升確實又助於降低反生產力行為的頻率,不過升遷機會仍能夠直接影響反生產力行為,所以本研究建議,企業除了提升在升遷機會中的組織正義外,仍更應依照員工的特性發展不同的升遷管道,例如人力資源雙軌制,以降低員工於心生不滿下,做出一系列損害組織利益的行為。
Abstract
In the trend of organizational horizontalization, the traditional openings for the employees will decrease. The organization should manage the employees’ cognition of promotion chance carefully. This is because that an employee involves himself/herself in an organization, he/she will dream the higher positions in the future. However, the fact is that not most people will reach the goal, so the remained and frustrated employee who might/not be doing something bad to anti-organizational interest. That is the core issue of this study. The total sample was 353 that were collected from all walks of life. The analysis method was multiple hierarchical regression analysis to figure out the constructs’ relation. In addition, the structural equation modeling was implemented to the model fit. The results show that organizational justice partially mediate the relationship between promotion chance and counterproductive work behavior. Besides, the moderated factor self-esteem is not found in this study. The limitations and suggestions are as followed.
目次 Table of Contents
論文審定書 i
致謝 ii
中文摘要 vii
英文摘要 viii
目錄 ix
圖次 xii
表次 xiii
第一章 緒論 1
第一節 研究背景與動機 1
一、 反生產力行為事例 1
二、 升遷機會事例 2
三、 學界研究概況與名詞概述 4
四、 本研究理論與構念間的統計觀念 7
第二節 研究目的 8
第三節 研究流程 9
第二章 文獻探討 11
第一節 升遷機會 11
一、 定義與基本性質 11
二、 競標特性 12
三、 升遷情境所帶來的負面影響 13
第二節 反生產力行為 14
第三節 組織正義 17
一、 基本概念 17
二、 分配正義的定義 18
三、 程序正義的定義 19
第四節 自尊 19
第五節 變項間的關係與研究架構 20
一、 升遷機會與反生產力行為 20
二、 升遷機會與組織正義 21
三、 組織正義與反生產力行為 23
四、 自尊的調節作用 25
五、 研究架構圖 29
第三章 研究方法 31
第一節 研究對象與程序 31
第二節 研究變項衡量與操作型定義 32
一、 升遷機會 32
二、 反生產力行為 33
三、 組織正義 33
四、 自尊 34
五、 控制變項 34
第三節 分析策略 35
第四章 研究結果 37
第一節 資料合併決定分析 37
第二節 共同方法變異檢測(CMV) 39
第三節 樣本基本資料說明 40
第四節 信度分析 40
第五節 類別變項對反生產力行為的影響 43
一、 性別差異檢定 43
二、 其它類別變異數分析 44
第六節 平均數、標準差與相關係數 47
第七節 假設檢定 50
一、 組織正義中介效果檢驗 50
二、 自尊調節效果檢驗 57
第八節 架構配適分析 60
一、 驗證性因素分析 60
二、 結構模型分析 73
第五章 結論與建議 75
第一節 研究發現 75
一、 升遷機會與反生產力行為 76
二、 組織正義的中介關係 76
三、 自尊與其它補充說明 77
第二節 研究結論與討論 78
一、 升遷機會的重要性 78
二、 組織正義的機制 78
三、 自尊的討論 80
第三節 研究貢獻 82
一、 理論意涵 82
二、 管理意涵 84
第四節 研究限制與後續研究建議 85
參考文獻 89
一、中文部分 89
二、英文部分 91
三、網路部分 105
附錄 106
附錄一 本研究問卷 106
附錄二 樣本分布情形 109
參考文獻 References
一、中文部分
王正華、陳寬裕 (2011)。論文統計分析實務: SPSS與AMOS的運用。台北:五南書局。
林世澤 (2015)。台灣職場偏差行為量表之發展與驗證 (博士)。國立臺灣科技大學,台北市。
邱皓政 (2010)。量化研究法(一):研究設計與資料處理 (修訂版)。台北:雙葉書廊。
俞洪亮、蔡義清、莊懿妃 (2007)。商管研究資料分析:SPSS的應用。台北:華泰文化。
戚樹誠、陳淑貞、楊美玉、朱志傑、賴璽方 (2016)。臺灣組織行為的實證發現: 一項國內管理期刊論文的30年回顧。管理學報,33(1),1-34。
梁成安、王培梅 (2008)。中文版 Rosenberg 自尊感量表的信效度研究。編委會 Editorial Board,56(1),62。
梁素君 (2003)。工作倦怠與職場偏差行為關係之研究 (博士)。中國文化大學,台北市。
郭建志、蘇嫚、張守中 (2014)。個人-組織的雇用關係:負向認同與職場偏差行為之研究。中華心理學刊,56(1),31-47。doi:10.6129/cjp.20131114
陳淑貞、楊美玉 (2016)。第三者對代理主管不當督導的反應行為:情感與認知機制的中介影響。人力資源管理學報,16(2),1-23。doi:10.6147/jhrm.2016.1602.01
陳菲菲、畢重增、韓夢霏 (2015)。中文版Rosenberg積極自尊量表的信效度檢驗。心理學進展,9期,531-535。
黃芳銘 (2002)。結構方程模式理論與應用。台北:五南書局。
廖慈惠、溫金豐 (2012)。中年危機?角色壓力、健康壓力與就業力對職場退縮傾向的影響。人力資源管理學報,12(2),49-66。doi:10.6147/jhrm.2011.1202.03
榮泰生 (2011)。AMOS與研究方法 (第四版)。台北:五南書局。
劉娜婷、蔡秉毅、徐雅惠、吳肇展 (2014)。權威領導與職場偏差行為之關係:主管與部屬交換關係差異與個人文化價值觀所扮演的角色。組織與管理,7(2),1-50。doi:10.3966/199687602014080702001
鄭旭皓、董玉娟 (2016)。部門文化、工作狂傾向與職場偏差行為關係之研究。管理與系統,23(3),329-360。
賴淑女 (2016)。參與目標設定與職場偏差行為之關係 (博士)。中國文化大學,台北市。
謝慧賢 (2011)。組織道德氣候對員工工作滿足與職場偏差行為之影響 (博士)。國立交通大學,新竹市。
嚴世宜 (2014)。企業國際化程度對組織政治知覺與員工偏差行為關係之干擾效果研究 (博士)。中國文化大學,台北市。

二、英文部分
Adams, J. S. (1965). Inequity In Social Exchange. In B. Leonard (Ed.), Advances in Experimental Social Psychology (Vol. Volume 2, pp. 267-299): Academic Press.
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Sage.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological bulletin, 103(3), 411
Avery, D. R., McKay, P. F., & Hunter, E. M. (2012). Demography and disappearing merchandise: How older workforces influence retail shrinkage. Journal of Organizational Behavior, 33(1), 105-120. doi: 10.1002/job.749
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Barnes, C. M., Johnson, H. H., & Burch, T. C. (2015). People like me are never promoted! Plurality in hierarchical tournaments for promotion and compensation. Organizational Psychology Review, 5(2), 146-167.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
Beehr, T. A., Nair, V. N., Gudanowski, D. M., & Such, M. (2004). Perceptions of reasons for promotion of self and others. Human Relations, 57(4), 413-438.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of applied psychology, 85(3), 349.
Berry, C. M., Carpenter, N. C., & Barratt, C. L. (2012). Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison. Journal of Applied Psychology, 97(3), 613.
Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. Research on negotiation in organizations, 1(1), 43-55.
Bies, R. J., Tripp, T. M., & Kramer, R. M. (1997). At the breaking point: Cognitive and social dynamics of revenge in organizations.
Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.
Bollen Kenneth, A. (1989). Structural equations with latent variables. New York7 Wiley.
Bollen, K. A., & Long, J. S. (1993). Testing structural equation models (Vol. 154). Sage.
Bowling, N. A., & Gruys, M. L. (2010). Overlooked issues in the conceptualization and measurement of counterproductive work behavior.Human Resource Management Review, 20(1), 54-61.
Breaugh, J. A. (2011) . Modeling the managerial promotion process. Journal of managerial Psychology, 26 (4) , 264-277.
Callan, M. J., Kay, A. C., & Dawtry, R. J. (2014). Making sense of misfortune: Deservingness, self-esteem, and patterns of self-defeat. Journal of personality and social psychology, 107(1), 142.
Cast, A. D., & Burke, P. J. (2002). A theory of self-esteem. Social forces, 80(3), 1041-1068.
Chan, A. K. W., Ngai, G. S. K., & Choi, P. K. (2016). Contextualising the career pathways of women principals in Hong Kong: a critical examination. Compare: A Journal of Comparative and International Education, 46(2), 194-213.
Charness, G., Masclet, D., & Villeval, M. C. (2013). The dark side of competition for status. Management Science, 60(1), 38-55.
Chowdhury, S. M., & Gürtler, O. (2015). Sabotage in contests: a survey. Public Choice, 164(1-2), 135-155.
Clark, L. A., & Watson, D. (1995). Constructing validity: Basic issues in objective scale development. Psychological assessment, 7(3), 309.
Claussen, J., Grohsjean, T., Luger, J., & Probst, G. (2014). Talent management and career development: What it takes to get promoted. Journal of World Business, 49(2), 236-244.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of applied psychology, 86(3), 386.
Colquitt, J. A., & Zipay, K. P. (2015). Justice, Fairness, and Employee Reactions. In F. P. Morgeson (Ed.), Annual Review of Organizational Psychology and Organizational Behavior, Vol 2 (Vol. 2, pp. 75-99). Palo Alto: Annual Reviews.
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: a meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98(2), 199.
Connelly, B. L., Tihanyi, L., Crook, T. R., & Gangloff, K. A. (2014). Tournament theory thirty years of contests and competitions. Journal of Management,40(1), 16-47.
Crampton, S. M., & Wagner, J. A. (1994). Percept-percept inflation in microorganizational research: An investigation of prevalence and effect.Journal of applied psychology, 79(1), 67.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900.
Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34-48.
Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of applied psychology, 90(6), 1241.
Dechenaux, E., Kovenock, D., & Sheremeta, R. M. (2015). A survey of experimental research on contests, all-pay auctions and tournaments.Experimental Economics, 18(4), 609-669.
DeVaro, J. (2006). Strategic promotion tournaments and worker performance.Strategic Management Journal, 27(8), 721-740.
Dilchert, S., Ones, D. S., Davis, R. D., & Rostow, C. D. (2007). Cognitive ability predicts objectively measured counterproductive work behaviors. Journal of Applied Psychology, 92(3), 616-627. doi: 10.1037/0021-9010.92.3.616
Dischner, S. (2015). Organizational structure, organizational form, and counterproductive work behavior: A competitive test of the bureaucratic and post-bureaucratic views. Scandinavian Journal of Management, 31(4), 501-514.
Dobele, A. R., Rundle-Thiele, S., & Kopanidis, F. (2014). The cracked glass ceiling: equal work but unequal status. Higher Education Research & Development, 33(3), 456-468.
Donnellan, M. B., Trzesniewski, K. H., Robins, R. W., Moffitt, T. E., & Caspi, A. (2005). Low self-esteem is related to aggression, antisocial behavior, and delinquency. Psychological science, 16(4), 328-335.
Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological methods, 12(1), 1.
Ekrot, B., Rank, J., & Gemünden, H. G. (2015). Antecedents of project managers' voice behavior: The moderating effect of organization-based self-esteem and affective organizational commitment. International Journal of Project Management.
El Akremi, A., Vandenberghe, C., & Camerman, J. (2010). The role of justice and social exchange relationships in workplace deviance: Test of a mediated model. Human Relations, 63(11), 1687-1717.
Ferris, D. L., Spence, J. R., Brown, D. J., & Heller, D. (2012). Interpersonal injustice and workplace deviance the role of esteem threat. Journal of Management, 38(6), 1788-1811.
Ferris, G. R., Buckley, M. R., & Allen, G. M. (1992) . Promotion systems in organizations. People and Strategy, 15 (3) , 47.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of marketing research, 382-388.
Fox, S., & Spector, P. E. (1999). A model of work frustration–aggression.Journal of organizational behavior, 20(6), 915-931.
Fox, S., & Spector, P. E. (Eds.). (2005). Counterproductive work behavior: Investigations of actors and targets.
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work Behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309. doi: 10.1006/jvbe.2001.1803
Frenkel, S. J., & Bednall, T. (2016). How training and promotion opportunities, career expectations, and two dimensions of organizational justice explain discretionary work effort. Human Performance, 29(1), 16-32.
García‐Izquierdo, A. L., Moscoso, S., & Ramos‐Villagrasa, P. J. (2012). Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction. International Journal of Selection and Assessment, 20(4), 394-403.
Giesler, R. B., Josephs, R. A., & Swann, W. B. (1996). Self-verification in clinical depression: The desire for negative evaluation. Journal of Abnormal Psychology, 105(3), 358-368. doi: 10.1037/0021-843x.105.3.358
Green, S. B. (1991). How many subjects does it take to do a regression analysis. Multivariate behavioral research, 26(3), 499-510.
Greenberg, J. (1987). Reactions to procedural injustice in payment distributions: Do the means justify the ends?. Journal of applied psychology,72(1), 55.
Greenberg, J. (1993). Stealing in the name of justice: Informational and interpersonal moderators of theft reactions to underpayment inequity.Organizational behavior and human decision processes, 54(1), 81-103.
Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International journal of selection and assessment, 11(1), 30-42.
Gustafson, J. (2013). Diversity in municipal police agencies: A national examination of minority hiring and promotion. Policing: An International Journal of Police Strategies & Management, 36(4), 719-736.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis, 5th. NY: Prentice Hall International.
Hamori, M. (2010) . Job-hopping to the top and other career fallacies. Harvard business review, 88 (7-8) , 154-157.
Harbring, C., & Irlenbusch, B. (2008). How many winners are good to have?: On tournaments with sabotage. Journal of Economic Behavior & Organization,65(3), 682-702.
Harold, C. M., Oh, I. S., Holtz, B. C., Han, S., & Giacalone, R. A. (2016). Fit and frustration as drivers of targeted counterproductive work behaviors: A multifoci perspective.
Hays, N. A., & Bendersky, C. (2015). Not all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility.Journal of personality and social psychology, 108(6), 867.
Heatherton, T. F., & Polivy, J. (1991). DEVELOPMENT AND VALIDATION OF A SCALE FOR MEASURING STATE SELF-ESTEEM. Journal of Personality and Social Psychology, 60(6), 895-910. doi: 10.1037/0022-3514.60.6.895
Higgins, E. T. (1987). SELF-DISCREPANCY - A THEORY RELATING SELF AND AFFECT. Psychological Review, 94(3), 319-340. doi: 10.1037//0033-295x.94.3.319
Hogan, J., & Hogan, R. (1989). How to measure employee reliability. Journal of Applied psychology, 74(2), 273.
Hollinger, R. C., & Clark, J. P. (1983). Theft by employees (Vol. 126). Lexington, MA: Lexington Books.
Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), 73-85.
Johnson, D., & Salmon, T. C. (2016). Sabotage versus Discouragement: Which Dominates Post Promotion Tournament Behavior?. Southern Economic Journal.
Jones, D. A. (2009). Getting even with one's supervisor and one's organization: relationships among types of injustice, desires for revenge, and counterproductive work behaviors. Journal of Organizational Behavior, 30(4), 525-542.
Jones, S. C. (1973). SELF-AND INTERPERSONAL EVALUATIONS - ESTEEM THEORIES VERSUS CONSISTENCY THEORIES. Psychological Bulletin, 79(3), 185-199. doi: 10.1037/h0033957
Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits-self-esteem, generalized self-efficacy, locus of control, and emotional stability-with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86(1), 80-92. doi: 10.1037/0021-9010.86.1.80
Kernis, M. H., Cornell, D. P., Sun, C. R., Berry, A., & Harlow, T. (1993). There's more to self-esteem than whether it is high or low: the importance of stability of self-esteem. Journal of personality and social psychology, 65(6), 1190.
Khan, A. K., Quratulain, S., & Crawshaw, J. R. (2013). The mediating role of discrete emotions in the relationship between injustice and counterproductive work behaviors: A study in Pakistan. Journal of business and psychology,28(1), 49-61.
Khan, A. K., Quratulain, S., & M Bell, C. (2014). Episodic envy and counterproductive work behaviors: Is more justice always good?. Journal of Organizational Behavior, 35(1), 128-144.
Kilduff, G. J., Willer, R., & Anderson, C. (2016). Hierarchy and Its Discontents: Status Disagreement Leads to Withdrawal of Contribution and Lower Group Performance. Organization Science, 27(2), 373-390.
Korman, A. K. (1970). TOWARD AN HYPOTHESIS OF WORK BEHAVIOR. Journal of Applied Psychology, 54(1), 31-&. doi: 10.1037/h0028656
Ku, H., & Salmon, T. C. (2013). Procedural fairness and the tolerance for income inequality. European Economic Review, 64, 111-128
Lambooij, M., Flache, A., Sanders, K., & Siegers, J. (2007) . Encouraging employees to co-operate: the effects of sponsored training and promotion practices on employees' willingness to work overtime. The International Journal of Human Resource Management, 18 (10) , 1748-1767.
Lavelle, J. J., Rupp, D. E., & Brockner, J. (2007). Taking a multifoci approach to the study of justice, social exchange, and citizenship behavior: the target similarity model. Journal of management, 33(6), 841-866.
Lazear, E. P., & Rosen, S. (1981). Rank-order tournaments as optimum labor contracts. Journal of Political Economy, 89, 841–864.
Leventhal, G. S. (1976). The distribution of rewards and resources in groups and organizations. Advances in experimental social psychology, 9, 91-131.
Leventhal, G. S. (1980). What should be done with equity theory?. In Social exchange (pp. 27-55). Springer US.
Lim, N., Ahearne, M. J., & Ham, S. H. (2009). Designing sales contests: Does the prize structure matter?. Journal of Marketing Research, 46(3), 356-371.
Liu, Y., & Berry, C. M. (2013). Identity, moral, and equity perspectives on the relationship between experienced injustice and time theft. Journal of business ethics, 118(1), 73-83.
Marcus, B., & Schuler, H. (2004). Antecedents of counterproductive behavior at work: A general perspective. Journal of Applied Psychology, 89(4), 647-660. doi: 10.1037/0021-9010.89.4.647
Marcus, B., Taylor, O. A., Hastings, S. E., Sturm, A., & Weigelt, O. (2016). The Structure of Counterproductive Work Behavior A Review, a Structural Meta-Analysis, and a Primary Study. Journal of Management, 42(1), 203-233.
Matta, F. K., Erol-Korkmaz, H. T., Johnson, R. E., & Bicaksiz, P. (2014). Significant work events and counterproductive work behavior: The role of fairness, emotions, and emotion regulation. Journal of Organizational Behavior, 35(7), 920-944. doi: 10.1002/job.1934
Meier, L. L., Semmer, N. K., & Hupfeld, J. (2009). The impact of unfair treatment on depressive mood: The moderating role of self-esteem level and self-esteem instability. Personality and Social Psychology Bulletin, 35(5), 643-655.
Menon, T., & Thompson, L. (2010). Envy at work. Harvard business review, 88(4), 74-79.
Messersmith, J. G., Guthrie, J. P., Ji, Y. Y., & Lee, J. Y. (2011). Executive turnover: the influence of dispersion and other pay system characteristics.Journal of Applied Psychology, 96(3), 457.
Miller, D. T. (2001). Disrespect and the experience of injustice. Annual review of psychology, 52(1), 527-553.
Ng, T. W. H., & Feldman, D. C. (2008). The relationship of age to ten dimensions of job performance. Journal of Applied Psychology, 93(2), 392-423. doi: 10.1037/0021-9010.93.2.392
Ng, T. W. H., & Feldman, D. C. (2009). HOW BROADLY DOES EDUCATION CONTRIBUTE TO JOB PERFORMANCE ? Personnel Psychology, 62(1), 89-134. doi: 10.1111/j.1744-6570.2008.01130.x
Ng, T. W. H., & Feldman, D. C. (2010). Organizational Tenure and Job Performance. Journal of Management, 36(5), 1220-1250. doi: 10.1177/0149206309359809
Ngo, H. Y., & Li, H. (2015). Chinese traditionality and career success: Mediating roles of procedural justice and job insecurity. Career Development International, 20(6), 627-645.
Nunnally, J. C., Bernstein, I. H., & Berge, J. M. T. (1967). Psychometric theory(Vol. 226). New York: McGraw-Hill.
Orrison, A., Schotter, A., & Weigelt, K. (2004). Multiperson tournaments: An experimental examination. Management Science, 50(2), 268-279.
Pepper, A., Gosling, T., & Gore, J. (2015). Fairness, envy, guilt and greed: Building equity considerations into agency theory. human relations, 0018726714554663.
Pfeffer, J. (1998). Seven practices of successful organizations. California Management Review, 40(2), 96-+.
Pierce, J. L., & Gardner, D. G. (2004). Self-esteem within the work and organizational context: A review of the organization-based self-esteem literature. Journal of management, 30(5), 591-622.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of applied psychology, 88(5), 879.
Poon, J. M. (2012). Distributive Justice, Procedural Justice, Affective Commitment, and Turnover Intention: A Mediation–Moderation Framework1.Journal of Applied Social Psychology, 42(6), 1505-1532.
Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior research methods, instruments, & computers, 36(4), 717-731.
Price, J. L. (2001). Reflections on the determinants of voluntary turnover.International Journal of manpower, 22(7), 600-624
Ridge, J. W., Aime, F., & White, M. A. (2015). When much more of a difference makes a difference: Social comparison and tournaments in the CEO's top team. Strategic Management Journal, 36(4), 618-636.
Robinson, S. L., & Bennett, R. J. (1995). A TYPOLOGY OF DEVIANT WORKPLACE BEHAVIORS - A MULTIDIMENSIONAL-SCALING STUDY. Academy of Management Journal, 38(2), 555-572. doi: 10.2307/256693
Rosenbaum, J. E. (1979) . Organizational career mobility: Promotion chances in a corporation during periods of growth and contraction. American Journal of Sociology, 21-48.
Rosenberg, M. (1965). Society and the adolescent self-image.
Rotundo, M., & Xie, J. L. (2008). Understanding the domain of counterproductive work behaviour in China. The International Journal of Human Resource Management,, 19(5), 856-877.
Rupp, D. E., Shao, R., Jones, K. S., & Liao, H. (2014). The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules, moral accountability, bandwidth-fidelity, and social exchange. Organizational Behavior and Human Decision Processes, 123(2), 159-185.
Schmitt, D. P., & Allik, J. (2005). Simultaneous administration of the Rosenberg Self-Esteem Scale in 53 nations: exploring the universal and culture-specific features of global self-esteem. Journal of personality and social psychology, 89(4), 623.
Sekiguchi, T., & Hayashi, Y. (2014). Self- Esteem and Justice Orientation as Moderators for the Effects of Individual- Targeted and Group- Targeted Justice. Applied Psychology-an International Review-Psychologie Appliquee-Revue Internationale, 63(2), 238-266. doi: 10.1111/j.1464-0597.2012.00518.x
Sekiguchi, T., & Hayashi, Y. (2014). Self‐Esteem and Justice Orientation as Moderators for the Effects of Individual‐Targeted and Group‐Targeted Justice. Applied Psychology, 63(2), 238-266.
Shaw, J. D. (2014). Pay Dispersion. Annual Review of Organizational Psychology & Organizational Behavior, 1(1), 521-544.
Shupp, R., Sheremeta, R. M., Schmidt, D., & Walker, J. (2013). Resource allocation contests: Experimental evidence. Journal of Economic Psychology,39, 257-267.
Siegel, P. A., & Hambrick, D. C. (2005). Pay disparities within top management groups: Evidence of harmful effects on performance of high-technology firms.Organization Science, 16(3), 259-274.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of applied Psychology, 82(3), 434.
Skitka, L. J., Winquist, J., & Hutchinson, S. (2003). Are Outcome Fairness and Outcome Favorability Distinguishable Psychological Constructs? A Meta-Analytic Review. Social Justice Research, 16(4), 309-341. doi: 10.1023/a:1026336131206
Spector, P. E. (1978). ORGANIZATIONAL FRUSTRATION: A MODEL AND REVIEW OF THE LITERATURE. Personnel Psychology, 31(4), 815-829. doi: 10.1111/j.1744-6570.1978.tb02125.x
Spector, P. E. (2006). Method variance in organizational research truth or urban legend?. Organizational research methods, 9(2), 221-232.
Spector, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives. Human Resource Management Review, 21(4), 342-352.
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269-292. doi: http://dx.doi.org/10.1016/S1053-4822(02)00049-9
Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?. Journal of vocational behavior, 68(3), 446-460.
Swarm Jr, W. B. (1983). Self-verification: Bringing social reality into harmony with the self. Social psychological perspectives on the self, 2, 33-66.
Tran, A., & Zeckhauser, R. (2012). RANK AS AN INCENTIVE: EVIDENCE FROM A FIELD EXPERIMENT. Mimeo, Harvard University, Cambridge, MA.
Tyler, T. R., & Blader, S. L. (2003). The group engagement model: Procedural justice, social identity, and cooperative behavior. Personality and social psychology review, 7(4), 349-361.
van den Bos, K., Miedema, J., Vermunt, R., & Zwenk, F. (2011). A Self-Activation Hypothesis of Affective Reactions to Fair and Unfair Events: Evidence for Supraliminal and Subliminal Processes. Social Justice Research, 24(1), 6-24. doi: 10.1007/s11211-011-0122-y
Waldman, M. (2013). Classic promotion tournaments versus market-based tournaments. International Journal of Industrial Organization, 31(3), 198-210.
Walster, E. (1978). Equity: Theory and Research: Allyn & Bacon.
Wan, H. L., Sulaiman, M., & Omar, A. (2012). Procedural justice in promotion decisions of managerial staff in Malaysia. Asia Pacific business review, 18(1), 99-121.
Wang, M., Liao, H., Zhan, Y. J., & Shi, J. Q. (2011). DAILY CUSTOMER MISTREATMENT AND EMPLOYEE SABOTAGE AGAINST CUSTOMERS: EXAMINING EMOTION AND RESOURCE PERSPECTIVES. Academy of Management Journal, 54(2), 312-334.
Webster, J. R., & Beehr, T. A. (2013) . Antecedents and outcomes of employee Perceptions of intra‐organizational mobility channels. Journal of Organizational Behavior, 34 (7) , 919-941.
Whelpley, C. E., & McDaniel, M. A. (2016). Self-esteem and counterproductive work behaviors: a systematic review. Journal of Managerial Psychology, 31(4), 850-863.
Wiesenfeld, B. M., Swann, W. B., Brockner, J., & Bartel, C. A. (2007). Is more fairness always preferred? Self-esteem moderates reactions to procedural justice. Academy of Management Journal, 50(5), 1235-1253.
Zdaniuk, A., & Bobocel, D. R. (2012). Vertical individualism and injustice: The self‐restorative function of revenge. European Journal of Social Psychology,42(5), 640-651.

三、網路部分
中央研究院 (2000)。漢籍電子文獻。樂府詩集,卷41,頁606。取自網址:
http://hanji.sinica.edu.tw
邱雯琪 (無日期)。2016年11月年終職場換跑道調查。2016年12月4日,取自網址:http://www.yes123.com.tw/admin/white_paper/index_detail.asp?id=20161122151107
張子銘 (2016年12月2日)。竟是自家人搞鬼!癱瘓ubike全台大當機。TVBS新聞。2016年12月3日,取自網址:http://news.tvbs.com.tw/local/690527
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code