| Summary: | 碩士 === 銘傳大學 === 管理科學研究所 === 87 === Human is political animal. Organizational politics exists extensively in working environment. Where there is human, there is political behavior. Organizational politics is mixed in daily organization working culture. Mintzberg (1985) had been said "The organization as political arena". However, in modern humane managerial tendency, employee trust in organization and their colleague is every organization pursuing ideal state. But, in fact, organizational politics is inevitable realistic state. Therefore, how to keep the balance between ideal and realistic situations to make organizational employee have good job attitude is the main purpose that this study wants to attain. The author hopes that business circles will benefit from the results gained from the study.
The sample is made up of employee from Chunghwa Telecom, Changhwa Commercial Bank, Huanan Bank and First Commercial Bank''s branches located in the city and county of Taipei. Based on the branch list of Chunghwa Telecom, Changhwa Commercial Bank, Huanan Bank and First Commercial Bank, total of 850 questionnaires was mailed, and 104 valid was collected. Effective response rate was 12.24%. With the support of solid evidences, several conclusions can be drawn from the study:
1. The antecedent variables of organizational political climate that conflict and power centralization have both reached significant levels. However, to the degree of significance, the antecedent variables of organizational political climate that conflict is higher than power centralization.
2. Political behavior is a self-interesting behavior. Therefore, it is opposite with organizational commitment and job satisfaction. So it has negative impact on employee''s organizational commitment and job satisfaction.
3. Employee trust in organizations represents employee has positive emotion to organizations. Therefore, employee trust in organizations can enhance its'' organizational commitment and job satisfaction.
4. What was observed was there is interaction between organizational politics and trust in organization to employee''s job satisfaction; there is no significant interaction between organizational politics and trust in organization to employee''s organizational commitment.
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