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臺大管理論叢
第
26
卷第
2
期
261
Hypothesis 2b: For an employee with a lower level of fairness perception, method
autonomy (criteria autonomy) enhances the negative effect of time
pressure (work overload) on learning effort.
2. Participants
We collected data from motor companies in Taiwan. Altogether 190 questionnaires were
distributed to car salespeople through their supervisors. Each questionnaire was accompanied
with a cover letter that assured the respondents of complete confidentiality and anonymity. A
postage-paid return envelope was attached to each questionnaire and the employees were
asked to return the completed questionnaires directly to the researchers. After deleting
invalid responses, a total of 148 effective responses were obtained (an effective response rate
of 77 percent). The age of the respondents ranged from 22 to 46 years old. 74 percent of the
respondents were male, and 63 percent received a college degree or higher education. Their
selling experiences ranged from one year to 24 years.
3. Measures
A Chinese version of the questionnaire was used. All measures employed a 5-point
Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).
3.1 Job Demand (JD)
The JD measure, including two dimensions of time pressure and work overload, was
adapted from the measure used by Caplan et al. (1980). Four items measure time pressure
while three items measure work overload. The alpha coefficients were 0.61 and 0.7
respectively.
3.2 Job Control (JC)
Two dimensions of job autonomy and criteria autonomy from the measure of Breaugh
(1985) were adapted. Three items measured each of two dimensions respectively. The alpha
coefficient is 0.89 and 0.77 respectively.
3.3 Learning Effort (LE)
Three items, adapted from the measure of Wang and Netemeyer (2002), were used to
measure LE . The alpha coefficient is 0.86.