ความเชื่อในตัวหัวหน้างาน: ผลกระทบจากการรับรู้ความยุติธรรมขององค์กรและความน่าเชื่อถือ
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ธ.ค. 18, 2018
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ความเชื่อในตัวหัวหน้างาน ความยุติธรรมขององค์กร ความน่าเชื่อถือ
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บทคัดย่อ
ผลการทบทวนวรรณกรรมที่ผ่านมาพบว่าความเชื่อในตัวหัวหน้างานจากพนักงานผู้ใต้บังคับบัญชาเป็นปัจจัยที่สามารถก่อให้เกิดผลกระทบเชิงบวกต่อองค์กร รวมถึงช่วยลดปัญหาการลาออกจากงานของพนักงานภายในองค์กรซึ่งเป็นหนึ่งในปัญหาสำคัญขององค์กรยุคปัจจุบัน โดยงานวิจัยนี้ได้ศึกษาปัจจัยที่ส่งผลต่อความเชื่อในตัวหัวหน้างาน คือ การรับรู้ความยุติธรรมขององค์กร และความน่าเชื่อถือที่มีต่อความเชื่อในตัวหัวหน้างานในกลุ่มพนักงานของบริษัทอิเล็กทรอนิกส์ขนาดใหญ่แห่งหนึ่งซึ่งอยู่ระหว่างการควบรวมกิจการกับบริษัทขนาดใหญ่อีกแห่งหนึ่ง การเปลี่ยนแปลงดังกล่าวก่อให้เกิดผลกระทบต่อการดำเนินงานหลายอย่างภายในองค์กร รวมถึงความเชื่อในตัวหัวหน้างาน
งานวิจัยนี้จัดเก็บข้อมูลจากพนักงานจำนวน 361 คน เพื่อทดสอบผลกระทบของความยุติธรรมขององค์กรและความน่าเชื่อถือต่อความเชื่อในตัวหัวหน้างาน โดยใช้แบบสอบถามออนไลน์และวิเคราะห์ข้อมูลโดยใช้การวิเคราะห์การถดถอยพหุคูณ ซึ่งผลการศึกษาสนับสนุนสมมุติฐานที่ว่าการรับรู้ความยุติธรรมขององค์กร และความน่าเชื่อถือของหัวหน้างาน มีผลกระทบเชิงบวกกับความเชื่อในตัวหัวหน้างาน หรือสามารถอธิบายได้ว่า แม้ในระหว่างการควบรวมกิจการที่มีความเปลี่ยนแปลงหลายด้านเกิดขึ้นภายในองค์กร การที่พนักงานรับรู้ความยุติธรรมขององค์กรและความน่าเชื่อถือของหัวหน้างานก็จะทำให้พนักงานเหล่านี้เกิดความเชื่อในตัวหัวหน้างาน ซึ่งสามารถส่งผลดีต่อองค์กรตามมา ดังนั้น องค์กรจึงสมควรพิจารณาปัจจัยดังกล่าวในการสร้างความเชื่อในตัวหัวหน้างานในกลุ่มพนักงาน นอกจากนั้น บทความได้นำเสนอการอภิปรายผลและข้อเสนอแนะในตอนท้ายของบทความ
Article Details
บท
บทความวิจัย (Research Article)
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
บทความที่ตีพิมพ์ถือเป็นลิขสิทธิ์ของวารสารวิทยาการจัดการ มหาวิทยาลัยสงขลานครินทร์ อย่างไรก็ตาม กองบรรณาธิการไม่สงวนลิขสิทธิ์ในการทำซ้ำ คัดลอก หรือเผยแพร่ แต่จะต้องอ้างอิงให้ถูกต้องตามหลักวิชาการ
References
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Chawla, A. & Kelloway, E. K. (2004). Predicting openness and commitment to change. Leadership & Organization Development Journal, 25, 485-498.
Colquitt, J. A., Scott, B. A., & Lepine, J. A. (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology, 92(4), 909–927.
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Cunningham, C. E., Woodward, C. A., Shannon, H. S. & MacIntosh, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioral correlates. Journa of Occupational and Organizational Psychology, 75, 377-392.
Davis, J. H., Schoorman, F. D., Mayer, R. C. & Tan, H. (2000). The trusted general manager and business unit performance: Empirical evidence of a competitive advantage. Strategic Management Journal, 21, 563-576.
Deconinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ level of trust. Journal of Business Research, 63, 1349-1355.
Dirks, K. T. & Skarlicki, D. P. (2009). The relationship between being perceived as trustworthy by coworkers and individual performance. Journal of Management, 35(1), 136-157.
Elma, C. (2013). The predictive value of teachers’ perception of organizational justice on job satisfaction. Eurasian Journal of Educational Research, 57-75.
Fischer, R. (2013). Belonging, status, or self-protection? Examining justice motives in a three-level cultural meta-analysis of organizational justice effects. Cross-Cultural Research, 47(1), 3–41.
Frazier, M. L., Gooty, J., Little, L. M., & Nelson, D.L. (2015). Employee attachment: Implications for supervisor trustworthiness and trust. Journal of Business Psychology, 30, 373–386.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399–432.
Jafari, P., Shafiepourmotlagh, F., & Yarmohammadian, M. H. (2011). Designing an adjusted model of organizational justice for educational system in Esfahan City (Iran). Procedia Social and Behavioral Sciences, 15, 1696-1704.
Jeffrey, D. (2015). Trust and conflict resolution: Relationship building for learning. Procedia - Social and Behavioral Sciences, 2066-2073.
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Lohanavakul, K., & Rurkkhum, R. (2017). The Relationship between skill mismatch on employee’s performance and intention to leave: A case study of a financial institution’s non-management employees. Journal of Management Sciences. 34(2), 81-108.
Madsen, S. R., Miller, D. & John, C. R. (2005). Readiness for organizational change: Do organizational commitment and social relationships in the workplace make a difference. Human Resource Development Quarterly, 16, 213-233.
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Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84(1), 123–136.
Mayer, R. C., & Gavin, M. B. (2005). Trust in management and performance: Who minds the shop while the employees watch the boss? Academy of Management Journal, 48(5), 874-888.
Mishra, J., & Morrissey, M. (2000). Trust in employee/employer relationships: A survey of West Michigan managers. Public Personal Management, 19(4), 443-461.
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.
Morgan, D. E., & Zeffane, R. (2003). Employee involvement, organizational change and trust in management. The International Journal of Human Resource Management, 14(1), 55-75.
Morgan, R. M., & Hunt, S. D. (1994). The commitment-trust theory of relationship marketing. Journal of Marketing, 58(3), 20-38.
NCSS Statistical Software. (2017). Stepwise regression. Retrieved April 20, 2017 from https://ncsswpengine.netdnassl.com/wpcontent/themes/ncss/pdf/Procedures/NCSS/Stepwise_Regression.pdf
Rafferty, A. E. & Simons, R. H. (2006). An examination of the antecedents of readiness for fine-tuning and corporate transformation changes. Journal of Business and Psychology, 20(3), 325-350.
Raya, R. P., & Panneerselvam, S. (2013). The healthy organization construct: A review and research agenda, Indian Journal of Occupational and Environmental Medicine, 17(3), 89-93.
Scholl, R., Cooper, E., & McKenna, J. (1987). Referent selection in determining equity perceptions: Differential effect on behavioral and attitudinal outcomes. Personnel Psychology, 40, 113–124.
Sekaran, U. (2003). Research methods for business: A skill building approach (2nd ed.). New York: John Wiley & Sons, Inc.
Shah, N. (2011). A study of the relationship between organizational justice and employee readiness for change. Journal of Enterprise Information Management, 24, 224-236.
Shah, N. & Irani, Z. (2012). Investigating employee attitudes and beliefs using commitment and situational predictors. Logistics Systems and Management, 11, 198–212.
Simons, T. (2002). Behavioral integrity: the perceived alignment between managers’ words and deeds as a research focus, Organization Science, 13, 18-35.
Stephen, B. (2017). The changing nature of work. Academy of Management Discoveries, 3(2), 111-115.
Tabachnick, B.G. & Fidell, L.S. (1989). Using multivariate statistics. Michigan: Harper & Row
Tan, H. H. & Tan, C. S. (2000). Toward the differentiation of trust in supervisor and trust in organization. Genetic, Social, and Psychology Monographs, 126, 241-260.
Till, R. E., & Karren, R. (2011). Organizational justice perceptions and pay level satisfaction. Journal of Managerial Psychology, 26, 42-57.
Wanberg, C. R., & Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85, 132-142.
Wang, X., Liao, J., Xia, D., & Chang, T. (2010). The impact of organizational justice on work performance: Effects of organizational commitment and leader - member exchange. International Journal of Manpower, 31(6), 660-677.
Yilmaz, K., & Tasdan, M. (2009). Organizational citizenship and organizational justice in Turkish primary schools. Journal of Educational Administration, 47(1), 108-126.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23, 267-285.
Ballinger, G. A., & Schoorman, F. D. (2007). Individual reactions to leadership. Academy of Management Review, 32(1), 118-136.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Bobbio, A., Bellan, M., & Manganelli, A. (2012). Empowering leadership, perceived organizational support, trust, and job burnout for nurses. A study in an Italian general hospital. Health Care Management Review, 77-87.
Burke, C., Sims, D., Lazzara, E., & Salas, E. (2007). Trust in leadership: a multi-level review and integration. The Leadership Quarterly, 18, 606-632.
Butler, J. (1991). Toward understanding and measuring conditions of trust: Evolution of a condition of trust inventory. Journal of Management, 17(3), 643-663.
Chawla, A. & Kelloway, E. K. (2004). Predicting openness and commitment to change. Leadership & Organization Development Journal, 25, 485-498.
Colquitt, J. A., Scott, B. A., & Lepine, J. A. (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology, 92(4), 909–927.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
Colquitt, J., & Rodell, J. (2011). Justice, trust, and trustworthiness: a longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, 54(6), 1183-1206.
Cunningham, C. E., Woodward, C. A., Shannon, H. S. & MacIntosh, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioral correlates. Journa of Occupational and Organizational Psychology, 75, 377-392.
Davis, J. H., Schoorman, F. D., Mayer, R. C. & Tan, H. (2000). The trusted general manager and business unit performance: Empirical evidence of a competitive advantage. Strategic Management Journal, 21, 563-576.
Deconinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ level of trust. Journal of Business Research, 63, 1349-1355.
Dirks, K. T. & Skarlicki, D. P. (2009). The relationship between being perceived as trustworthy by coworkers and individual performance. Journal of Management, 35(1), 136-157.
Elma, C. (2013). The predictive value of teachers’ perception of organizational justice on job satisfaction. Eurasian Journal of Educational Research, 57-75.
Fischer, R. (2013). Belonging, status, or self-protection? Examining justice motives in a three-level cultural meta-analysis of organizational justice effects. Cross-Cultural Research, 47(1), 3–41.
Frazier, M. L., Gooty, J., Little, L. M., & Nelson, D.L. (2015). Employee attachment: Implications for supervisor trustworthiness and trust. Journal of Business Psychology, 30, 373–386.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399–432.
Jafari, P., Shafiepourmotlagh, F., & Yarmohammadian, M. H. (2011). Designing an adjusted model of organizational justice for educational system in Esfahan City (Iran). Procedia Social and Behavioral Sciences, 15, 1696-1704.
Jeffrey, D. (2015). Trust and conflict resolution: Relationship building for learning. Procedia - Social and Behavioral Sciences, 2066-2073.
Lewicki, R. J., McAllister, D. and Bies, R. (1998), Trust and Distrust: New Relationships and Realities, Academy of Management Review, 23(3), 438-458.
Lewicki, R. J., Wiethoff, C., & Tomlinson, E. C. (2005). What is the role of trust in organizational justice? In J. Greenberg & J. A. Colquitt (Eds.). Handbook of organizational justice. Mahwah, NJ: Lawrence Erlbaum Associates.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social Forces, 63, 967–985.
Lohanavakul, K., & Rurkkhum, R. (2017). The Relationship between skill mismatch on employee’s performance and intention to leave: A case study of a financial institution’s non-management employees. Journal of Management Sciences. 34(2), 81-108.
Madsen, S. R., Miller, D. & John, C. R. (2005). Readiness for organizational change: Do organizational commitment and social relationships in the workplace make a difference. Human Resource Development Quarterly, 16, 213-233.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709-734.
Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84(1), 123–136.
Mayer, R. C., & Gavin, M. B. (2005). Trust in management and performance: Who minds the shop while the employees watch the boss? Academy of Management Journal, 48(5), 874-888.
Mishra, J., & Morrissey, M. (2000). Trust in employee/employer relationships: A survey of West Michigan managers. Public Personal Management, 19(4), 443-461.
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.
Morgan, D. E., & Zeffane, R. (2003). Employee involvement, organizational change and trust in management. The International Journal of Human Resource Management, 14(1), 55-75.
Morgan, R. M., & Hunt, S. D. (1994). The commitment-trust theory of relationship marketing. Journal of Marketing, 58(3), 20-38.
NCSS Statistical Software. (2017). Stepwise regression. Retrieved April 20, 2017 from https://ncsswpengine.netdnassl.com/wpcontent/themes/ncss/pdf/Procedures/NCSS/Stepwise_Regression.pdf
Rafferty, A. E. & Simons, R. H. (2006). An examination of the antecedents of readiness for fine-tuning and corporate transformation changes. Journal of Business and Psychology, 20(3), 325-350.
Raya, R. P., & Panneerselvam, S. (2013). The healthy organization construct: A review and research agenda, Indian Journal of Occupational and Environmental Medicine, 17(3), 89-93.
Scholl, R., Cooper, E., & McKenna, J. (1987). Referent selection in determining equity perceptions: Differential effect on behavioral and attitudinal outcomes. Personnel Psychology, 40, 113–124.
Sekaran, U. (2003). Research methods for business: A skill building approach (2nd ed.). New York: John Wiley & Sons, Inc.
Shah, N. (2011). A study of the relationship between organizational justice and employee readiness for change. Journal of Enterprise Information Management, 24, 224-236.
Shah, N. & Irani, Z. (2012). Investigating employee attitudes and beliefs using commitment and situational predictors. Logistics Systems and Management, 11, 198–212.
Simons, T. (2002). Behavioral integrity: the perceived alignment between managers’ words and deeds as a research focus, Organization Science, 13, 18-35.
Stephen, B. (2017). The changing nature of work. Academy of Management Discoveries, 3(2), 111-115.
Tabachnick, B.G. & Fidell, L.S. (1989). Using multivariate statistics. Michigan: Harper & Row
Tan, H. H. & Tan, C. S. (2000). Toward the differentiation of trust in supervisor and trust in organization. Genetic, Social, and Psychology Monographs, 126, 241-260.
Till, R. E., & Karren, R. (2011). Organizational justice perceptions and pay level satisfaction. Journal of Managerial Psychology, 26, 42-57.
Wanberg, C. R., & Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85, 132-142.
Wang, X., Liao, J., Xia, D., & Chang, T. (2010). The impact of organizational justice on work performance: Effects of organizational commitment and leader - member exchange. International Journal of Manpower, 31(6), 660-677.
Yilmaz, K., & Tasdan, M. (2009). Organizational citizenship and organizational justice in Turkish primary schools. Journal of Educational Administration, 47(1), 108-126.