A Study on the Relationships among Organizational Jusitce, Job Stress and Job Performance: A Case of Financial Holding Company

• Main Authors: Chun-ching Chang, 張純青
• Other Authors: Ching-ting Tien
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/t2dpa9

碩士 === 朝陽科技大學 === 保險金融管理系碩士班 === 92 === This research was to investigate the relationship among organizational justice, job stress and job performance of the office workers in the financial holding company under company’s subsidiary, including bank, insurance, and securities. It was expected that the result could be used as practical implications for organization change on human resource and organizational management. The research reviewed the related prior studies on organizational justice, job stress and job performance. To obtain empirical data, a measuring instrument was designed to elicit the information on the organizational justice, job stress and job performance. To ensure empirical validity and reliability, a pilot test was conducted after the instrument was modified with input from expert in the financial holding company under company’s subsidiary. There were 29 companies to be sampled from 39 financial holding companies under company’s subsidiary in Taiwan. Out of 290 samples participated by mail, 143 questionnaires were responded, 123 available samples, the available returned rate was 42%. The data were analyzed to test the hypothesis using statistical procedures: MANOVA analysis, canonical analysis and hierarchical regression analysis. There were 4 conclusions of this research stated as follows: 1. The perception degree of organizational justice correlated with the education level, position, working experience and leading and possession’s company on the office workers in the financial holding company under company’s subsidiary. 2. Procedural justice of organizational justice was related with the contextual performance of job performance on the office workers in the financial holding company under company’s subsidiary. 3. The perception degree of organizational justice correlated with the sex and education level on the office workers in the financial holding company under company’s subsidiary. And job control of job stress was related with the task performance of job performance on the office workers in the financial holding company under company’s subsidiary. 4. In control variables of controlled, job stress had as the moderator effect on organizational justice and job performance. There were 5 applications of this research stated as follows: 1. Understand individual difference to added organizational justice and job control on the office workers. 2. Improve the procedural justice to added contextual performance on the office workers 3. Improve the job control to added task performance on the office workers. 4. Give the proper job demand and improve the systemic justice to added task performance on the office workers. 5. Give the high job control, high job demand and improve the procedural justice to add job performance on the office workers.