The Relationships among Organizational Justice, Organizational Identification, Job Satisfaction, Job Stress and Organizational Commitment -An Empirical Study of Chinese Air Force

• Main Authors: Chung-Wei Tung, 董仲威
• Other Authors: Wen-Hai Chih
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/93974609042046137438

碩士 === 國立東華大學 === 企業管理學系 === 97 === Following the policy of Ministry of National Defense ; the air force departments are encounter the situations like re-organization, department merging, staff reduce, heavier loading of work. It is necessary for the managers and the superiors to take the responsibilities to deal with the problems and promote the work efficiency effectively and to reach the target of the departments. This study adapts the empirical results to analyses the relationships among Organizational Justice, Organizational Identification, Job Satisfaction, Job Stress and Organizational Commitment. This study could be a suggestion and a reference for the managers in the army when they encounter the reorganization. The objects in our study are the basic level officers in air force. This study measures the relationships among Organizational Justice, Organizational Identification, Job Satisfaction, Job Stress and Organizational Commitment under the scenarios of military reform performed by national army in view of the basic level officers in order to construct the model of relationship. This study adapts the investigated method using questionnaire, and the valid questionnaire counts 294. Structural Equation Modeling (SEM) was adopted to verify hypothesis. According to the results of empirical and statistic analysis, seven conclusions as follows：(1) Organizational Justice shows significantly positive effects on Organizational Identification; (2) Organizational Justice shows significantly positive effects on Job Satisfaction; (3) Organizational Justice shows significantly positive effect on Organizational Commitment;(4) Job Stress shows significantly negative effects on Job Satisfaction; (5) Job Stress shows significantly negative effects on Organizational Commitment; (6) Organizational Identification has positive effect on Organizational Commitment; (7) Job Satisfaction shows significantly positive effects on Organizational Commitment. Finally, on the framework what our built and according to the evident results, this study intends to propose several suggestions to meaning of management practice and further research.