Reserch On The Relationship Between Organizational Equity And Emotional Serviceson Job Deviation Behavior

• Main Authors: HSU,YA-TING, 許雅婷
• Other Authors: CHEN,NAN-CHI
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/8u272s

碩士 === 大葉大學 === 觀光餐旅碩士在職學位學程 === 107 === The goal of this study is to explore the relationship between organizational justice and emotional labor and workplace bias behavior. In recent years, the negative impact of employee workplace deviation behavior on the overall effectiveness of the organization has gradually received attention. Especially in the 21st century, where talent is a key source of competitive advantage, how to motivate employees and prevent them from being generated through effective management. Deviation behavior has become an important issue for organizations to maximize performance. However, when enterprises continue to develop globalization, how should we establish a fair and equitable institutional structure, fully empower employees to trust organizations and supervisors, create an organizational environment that is mutually trusting, fair and harmonious, and let employees feel happy and satisfied emotionally and psychologically. Working in a state of physical and mental excitement, avoiding employees' deviations in the workplace should be a subject that many companies need to seriously think about and face.The research sample is targeted at general corporate employees and the valid samples are shared. The above statistical analysis found that: 1. Organizational equity has a positive impact on emotional labor. 2. Organizational equity has a negative impact on workplace bias behavior. 3. Emotional labor has an intermediary effect on the impact of organizational fairness on workplace bias behavior. Finally, through the discussion of the research results, the organization's management recommendations are provided to achieve the goal of maximizing performance.