本研究以新北市的兩個不同性別比例狀況的機關為主要研究對象，有效樣本分別為112份與128份。主要的研究主軸在於瞭解在當前組織環境中，影響員工願意為組織付出努力的重要原因不僅僅只求管理制度上的公平，更甚者，組織決策者的任何行動都必須表現出重視不同性別的存在，依此，本研究試圖在各主要變數中先證明性別差異的存在，再進一步驗證性別公平知覺才是真正未來組織管理者擬訂組織決策方向的重要考量。 研究結果發現，在個人背景變項、組織公平、主管領導方式與性別公平知覺此四個變數中，性別公平知覺對於組織承諾相較於其他變數有更為顯著的正向影響。因此，本研究認為除了瞭解性別差異的重要性之外，無論公部門或是民間企業都應該針對不同性別員工做適當的考量，進一步對組織的資源分配重新思考並做不同的配置與改變，並且進一步依此作為主要績效考量與改革的方向，才能有效拔擢優秀人才，尤其在當前環境艱困的工作職場中，不但需要組織員工願意為組織付出努力更需要對於組織目標有高度認同感，在此種不斷地正向循環之下，最終期能達到主管、員工與組織三贏的局面。

本研究以內政部入出境及移民署之國境事務大隊國境事務隊作為研究對象，並探討組織公平和工作倦怠之現況，個人屬性對於組織公平、工作倦怠是否具有差異，組織公平與工作倦怠是否有相關性，組織公平是否能預測工作倦怠，並具有預測力。本研究採用問卷調查法，共發出150份問卷，有效問卷為125份，在研究方法上，採用描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森相關係數分析、多元迴歸分析。 研究結果發現，國境事務隊在組織公平方面，在不同官等、服務隊服務年資上具有顯著差異。工作倦怠方面，是否為主管職、教育程度之不同具有顯著差異。在相關分析中，互動公平、分配公平對於工作倦怠各構面均有顯著負相關，程序公平對於降低專業效能具有顯著負相關。在迴歸分析中，分配公平對於消極態度、情緒耗竭具有顯著預測力，互動公平對於降低專業效能具有顯著預測力。 在研究建議部份，降低約聘僱人員與正式人員之報酬差距，並適當調整其工作條件以降低工作倦怠，並改善移民署特考之制度等方面做改善，以降低人員流動率，增加其工作意願及績效。 / The main purpose for this study is investigate about border affairs corps No.1-5 workers in National Immigration Agency about organizational justice and job burnout’s relationaship, different personal characteristic whether cause different impact on organizational justice and work burnout, organizational justice whether predict job burnout in statistically significant difference. The statistic method use descriptive statistics analysis, t-test, one-way ANOVA, Pearson product moment correlation and multiple regression analysis. This study utilized and sent out a set of 150 copies of questionnaires, with 125 usable valid copies. The research results list below: 1. Different grades and years of corps experience have statistically significant difference in organizational justice. 2. Chief or non chief and different education statuses have statistically significant difference in job burnout. 3. Distributive justice and interactive justice have statistically significant negative correlation about every construct in job burnout, procedural justice have statistically significant negative correlation about every construct in lower professional efficacy. 4. Distributive justice has statistically significant predicting cynicism, emotional exhaustion in multiple regression analysis, interaction justice has statistically significant predicting lowering professional efficacy in multiple regression analysis. About researching recommendation, lower contract-based employee and public servants’ gap in rewarding, make some adjustment to work conditions for lowering job burout, improve immigration agency special examination measuring. These methods can improve employee’s working willingness; lower the turnover rate of personnel and enhance job performance.

本研究旨在探討大學組織公平與行政人員組織公民行為之關係，並依據研究結果提出建議。首先，進行文獻探討，建立研究架構與工具。之後，以公立大學行政人員為研究對象，透過隨機抽樣進行問卷調查，總計有效樣本為 250 份，分別以描述統計、獨立樣本t檢定、Pearson積差相關分析、單因子變異數分析及多元迴歸分析等統計方法加以分析。依據研究結果分析，本研究主要發現如下： 一、目前大學行政人員對組織公平與組織公民行為之現況良好，在組織公平三個構面中，以「互動公平」平均數最高，「程序公平」最低。在組織公民行為三個構面中，以「利他人行為」平均數最高，「利組織行為」最低。 二、不同的現職服務學校年資、身分、職務、職等、學校規模及學校類別之行政人員對大學組織公平知覺有顯著差異。 三、不同年齡、現職學校服務年資、身分、職務及學校規模的行政人員之組織公民行為程度有顯著差異。 四、大學組織公平與行政人員組織公民行為具有高度相關，其中程序公平與整體組織公民行為、利組織行為呈現高度相關。 五、大學組織公平對行政人員組織公民行為具有預測力，其中以程序公平預測力最高，分配公平預測力最低。 最後，根據研究結果提出相關建議，提供大學組織與未來研究之參考。 / The purpose of this research is to investigate the relationship between the public university’s organizational justice and administrative staff’s organizational citizenship behavior . The research methods are literature review and questionnaire survey. The data was collected from 250 administrative staffs serving in public universities and was analyzed by descriptive statistics, t-test, one-way-ANOVA, correlation and multiple regressions. The conclusions are as follows: 1.The administrative staff’s perception toward university’s organizational justice and organizational citizenship behavior is positive. Among the three aspects of university’s organizational justice, the highest score appears in “interactional justice“ and the lowest in “procedure justice“. Among the three aspects of administrative staff’s organizational citizenship behavior, the highest score appears in “organizational citizenship behavior - individual” and the lowest in “organizational citizenship behavior - organization”. 2.Administrative staffs with different years of service, identity, position, grade, university size and university category show significant differences on university’s organizational justice. 3.Administrative staffs with different age, years of service, identity, position and university size show significant differences on administrative staff’s organizational citizenship behavior. 4.There are positive correlations between the university’s organizational justice and administrative staff’s organizational citizenship behavior. Wherein the procedure justice, overall organizational citizenship behavior and organizational citizenship behavior – organization presented highly correlated. 5.The university’s organizational justice is able to predict administrative staff’s organizational citizenship behavior. Wherein the procedure justice is highly coorelated to prediction and distributive justice has lower correlation. The findings and conclusions as above can be references provided to universities for strategic management. In addition, the major results of this research can be also provided as references for future research in this area.

University of Macau / Faculty of Education

本研究係探究中央研究院執行科技部補助獎勵特殊優秀人才獎勵金之情形，研究主軸有三，分別是(一)瞭解個案研究機構執行該獎勵計劃之方式、(二)檢視研究人員對於任職單位執行該獎勵計劃的分配公平及程序公平知覺，(三)探究研究人員對於獎勵計劃實施成效之看法。透過問卷調查法及深度訪談法進行，回收問卷有效樣本201份，深度訪談9位人員。 研究結果發現，多數單位透過行政人員主動將申請科技部獎勵計畫之資訊，超過七成以上受試者對任職單位採用審查方式有所瞭解。評核標準方面認同以學術研究研究成果為主要考量因素，多採取密件或口頭通知獲獎人員，且獲得獎勵金者在接收獎勵申請訊息較充足。在分配公平及程序公平認知方面，多數認同獲獎者按照個人研究的績效差異，獲得不同的獎勵分配，普遍不認同獎金採平均分配；高達九成以上受試者認同審核成員或委員會決定獎勵名單，避免對任何人有偏見，且多數認同應秉持「公正性」、「客觀性」做出「正確性」的獎勵名單。實施成效上認同應有充分穩定的經費來源，且獎勵金達到單位內留才功能大於外部攬才之功能。 在現行待遇制度無法調整下，運用彈性薪資方式，額外給與特殊優秀的研究人才非法定的獎勵金，對人才延攬及留任方式有所助益，本研究建議行政院其他給與項目法制化作業的過程應採取積極開放的態度；組織內部管理面，建議邀集同仁參與討論，訂定符合公平及公正之獎勵執行規定，採取委員會方式審查獎勵名單並公布受獎名單，並可思考規劃訂定明確的實質分配法則，使各獲獎人員間之獎勵額度應有差異性，且研究績效良好程度與獎勵額度成正比關係，以有效地激勵員工。 / This study focuses on the execution of fellowships provided by Ministry of Science and Technology for for outstanding talents. The purposes of this study are: 1. How the fellowships are distributed; 2. The perceptions of distributive and procedural justice of research fellows from different institutes; 3. Opinions of research fellows for the effectiveness of the fellowships. The study is conducted through questionnaires with 201 effective samples, and interviews with 9 fellows. This study indicates that most of the institutes actively notify their fellows about the fellowships. More than 70 percents of experimental subjects know the way of distribution, while senior fellows know more well. The examinees recognize using research achievement as a major measure for distribution. Most of the fellows receiving fellowships are notified by classified or oral notices, and more informed about the fellowships. In perceptions of distributive and procedural justice, most examinees prefer distributing fellowships by research achievement of each individual rather than uniformly, and also agree with establishing a distribution committee to avoid prejudices. In addition, many of experimental subjects suggest that the fellowships should be stable and long-term, while thinking the money contributes more to staying instead of recruiting elites. Under current statutory and fixed salary structure, additional and flexible bonus contributes to staying and recruiting talents. We suggest that Administrative Yuan should be more open and aggressive when regulating and adjusting salary structure. For Academia Sinica, the fellowships should be always distributed by corresponding committees in a fair and differentiated manner which are fully and publicly discussed. The amount of fellowship should also be proportional to individual's research achievement to effectively drive employees.

本研究旨在探討國民小學校長分布式領導、學校組織公平與教師組織公民行為之關係，並依據研究結果提出建議。首先，進行文獻探討，建立研究架構與工具。 其次，以北北基三市公立國民小學教師為研究對象，透過取樣進行問卷調查，總計有效樣本為802份，分別以描述統計、t考驗、變異數分析、相關分析、多元逐步迴歸分析以及結構方程模式等統計方法加以分析。依據研究結果之分析，本研究主要研究發現如下： （一）目前國民小學教師知覺校長分布式領導、學校組織公平與教師組織公民行為的程度良好。 （二）教師知覺校長分布式領導與學校組織公平的程度，在性別、年齡、服務年資等背景變項，具有顯著差異。 （三）教師知覺教師組織公民行為的程度，在服務年資、學校所在地、學校規模、校長性別以及校長服務年資等背景變項，具有顯著差異。 （四）校長分布式領導、學校組織公平與教師組織公民行為三者之間，具有正向的關聯。 （五）學校組織公平對教師組織公民行為的預測力，高於校長分布式領導對教師組織公民行為的預測力。 （六）校長分布式領導透過學校組織公平的中介效果，正向影響教師組織公民行為。 最後，根據研究結果提出相關建議，提供實務應用與未來研究之參考。 / The purpose of this study is to investigate the relationship among the principals’ distributed leadership, school organizational justice and teachers’ organizational citizenship behavior in the elementary school. The research methods included literature review and questionnaire survey. The data was collected from 802 teachers of elementary schools in Taipei City, New Taipei City, and Keelung City. The data was analyzed with descriptive statistics, t-test, one-way ANOVA, correlation, multiple regressions and structural equation modeling. The conclusions are as follows: 1. The elementary school teachers’ perception of the principals’ distributed leadership, school organizational justice and teachers’ organizational citizenship behavior is positive. 2. The elementary school teachers of different gender, age, in-service years, current position, school size and the different principal’s gender show significant differences on teachers’ perception of principals’ distributed leadership and school organizational justice. 3. The elementary school teachers of different in-service years, school districts, school size, the different school principal’s gender and principal’s in-service years show significant differences on teachers’ organizational citizenship behavior. 4. There are positive correlations among principals’ distributed leadership, school organizational justice and teachers’ organizational citizenship behavior. 5. Compared with principals’ distributed leadership, school organizational justice is the stronger indicator for teachers’ organizational citizenship behavior. 6. The principals’ distributed leadership has positive effect on teachers’ organizational citizenship behavior through the mediation effect of school organizational justice According to the findings and conclusions given above, some suggestions are provided for practical applications and future research.