A Study of Relationships among Job Involvement , Organizational Justice, Job satisfaction, Organizational Commitment, and Organizational Citizenship Behavior—an Example of National Taxation Bureau of the Central Area, Ministry of Finance

• Main Authors: Chu-Yueh Chang, 張珠月
• Other Authors: Chun-Hung Hsieh
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/k4h9aw

碩士 === 國立臺中科技大學 === 企業管理系碩士班 === 104 === The government has released the main policy structure, Golden Ten Years, the Aspiration of Taiwan, in order to expect the country to strive for excellence and reborn. With the human streamline and upgrade the quality of the policy, it would be important to implement the serving the public measures in limited human pipeline in order to elevate the quality of government’s service. As the reason mentioned, the study is based on this motivation and purpose, discussing the relationship between job involvement, organization justice, job satisfaction, organizational commitment and organizational citizenship behavior. The target of this study is the staff of National Taxation Bureau of the Central Area, Ministry of Finance. Releasing the questionnaires was taken as the study way. 200 questionnaires were released and 192 questionnaires were returned. Deduct the invalid questionnaires of the situations that leaked answering and were filled with the option in all same answers, the study have received 182 valid questionnaires and reached 91% of effective returning rate. Reliability of Cronbach’s α has reached over 0.8. Validity took the expert validity. SPSS and AMOS were as the statistics software and it was analyzed with structural equation modeling, The study have the following results: 1.The positive significant impact of the job involvement toward job satisfaction of the staff. 2.The positive significant impact of the job involvement toward organizational commitment of the staff. 3.The positive significant impact of the organizational justice toward job satisfaction of the staff. 4.The positive significant impact of the organizational justice toward organizational commitment of the staff. 5.The positive significant impact of the organizational justice toward organizational citizenship behavior of the staff. 6.The positive significant impact of the job satisfaction toward organizational commitment of the staff. 7.The positive significant impact of the job satisfaction toward organizational citizenship behavior of the staff. 8.The positive significant impact of the organizational commitment toward organizational citizenship behavior of the staff. 9.The job involvement influences the organizational citizenship behavior by the mediation effect of job satisfaction. 10.Organizational justice influences the organizational citizenship behavior by the mediation effect of job satisfaction. 11.Organizational justice influences the organizational citizenship behavior by the mediation effect of organizational commitment. 12.The job involvement of the staff has statistically significant difference in different background variables. 13.The organizational justice of the staff has statistically significant difference in different background variables. 14.The job satisfaction of the staff has statistically significant difference in different background variables. 15.The organizational commitment of the staff has statistically significant difference in different background variables. 16.The organizational citizenship behavior of the staff has statistically significant difference in different background variables.