臺灣博碩士論文加值系統

非典型就業可能成為臺灣未來之主要就業模式，全職的員工可能會越來越少。為了維持企業自身的競爭力，人力資本會是一項重要資源，而人力資本的強弱，員工福祉是重要的因素之一。為提升員工福祉，本研究認為員工之心理契約為一項主要的影響因素。員工除了在就職後會建立起心理契約外，還有員工先天之心理資本也可能影響到員工福祉。除此之外，本研究的目也欲瞭解員工的心理資本是否會在心理契約與員工福祉之間扮演著重要的調節角色。為了達成上述目的，本研究以網路問卷進行資料蒐集，在取得90份有效問卷後，利用Kruskal-Wallis進行變異數分析，並以多元階層迴歸進行預測力分析。

研究結果發現發展型之心理契約與心理資本均對員工福祉具有顯著之影響力。心理資本在發展型之心理契約與員工福祉之關係間也呈現有顯著之調節效應。本研究將針對上述之研究結果加以討論並提出管理意涵。

Atypical employment will be the major type of the employments in Taiwan in the future, and full-time employees will be less and less. To keep the competitiveness of the enterprise, human capital is going to be an important resource. However, employees’ well-being, the most vital factor of all, decides the strength of human capital. In order to enhance employees’ well-being, employees’ psychological contract was considered as one primary factor by this study. Employees will establish psychological contract after getting work, at the same time, the existing psychological capital of employees’ could affect employees’ well-being as well. Besides, the one purpose of this study was to find that if the vital role, employees’ psychological capital, moderates the relationship between employees’ psychological contract and well-being or not. To achieve the purpose, we collected 90 valuable samples through cyber questionnaires, and then using Kruskal-Wallis test to analysis the variance and utilizing multi-hierarchical regression to analysis those effects.

This research found that developed psychological contract positively affected employees’ well-being, and so did psychological capital. Furthermore, psychological capital strengthened the relationship between developed psychological contract and employees’ well-being. Suggestions and recommend for further researches were thus discussed.

目錄
摘要 i
Abstract ii
目錄 iii
表次 v
圖次 vi
第一章 緒論
第一節 研究背景 1
第二節 研究動機與目的 4
第三節 研究程序 5
第四節 重要名詞解釋 6
第二章 文獻探討
第一節 心理契約 8
第二節 心理資本 12
第三節 員工福祉 14
第四節 心理契約、心理資本與員工福祉之關聯性 17
第三章 研究方法
第一節 研究架構及假設 20
第二節 研究對象 21
第三節 研究步驟 25
第四節 研究工具 30
第五節 修正後架構圖及假設 39
第六節 資料處理 40
第四章 研究結果
第一節 心理契約、心理資本以及員工福祉之現況分析 43
第二節 常態性檢定 45
第三節 背景變項在心理契約、心理資本以及員工福祉之差異分析 48
第四節 因素分析 52
第五節 信度分析 57
第六節 相關分析 58
第七節 迴歸分析 61
第五章 結論與建議
第一節 研究發現 69
第二節 結論 72
第三節 建議 76
參考文獻 80

表次
表2-1 心理契約四構面與其因素 11
表3-1 前測樣本背景結構分析 22
表3-2 正式樣本背景結構分析 23
表3-3 預試樣本與正式樣本比較表 25
表3-4 PCI構面採用題數與題項 31
表3-5 心理契約量表之因素分析摘要表 33
表3-6 心理資本量表之因素分析與信度分析摘要表 35
表3-7 員工福祉量表之因素分析與信度分析摘要表 38
表4-1 心理契約各構面得分、平均數以及標準誤 43
表4-2 心理資本各構面得分、平均數以及標準誤 44
表4-3 員工福祉各構面得分、平均數以及標準誤 44
表4-4a 常態檢定摘要表 45
表4-4b 不同性別對各變項之常態檢定摘要表 46
表4-4c 不同就業性質對各變項之常態檢定摘要表 47
表4-5 不同性別在心理契約、心理資本及員工福祉之間分布情況 49
表4-6 不同教育程度在心理契約、心理資本及員工福祉之間分布情況 49
表4-7 不同年齡層在心理契約、心理資本及員工福祉之間分布情況 50
表4-8 不同就業性質在心理契約、心理資本及員工福祉之間分布情況 52
表4-9 心理契約之因素分析摘要表 53
表4-10 心理資本之因素分析摘要表 54
表4-11a 員工福祉調整前之因素分析摘要表 55
表4-11b 員工福祉調整後之因素分析摘要表 56
表4-12 網路正式問卷結果之量表信度分析 57
表4-13 變量之平均數、標準差以及關聯性 60
表4-14 發展型之心理契約對員工福祉之迴歸分析摘要表 61
表4-15 自由型之心理契約對員工福祉之迴歸分析摘要表 62
表4-16 心理資本對員工福祉之迴歸分析摘要表 62
表4-17 心理契約以及心理資本對員工福祉之各構面迴歸分析摘要表 64
表4-18 心理資本之各構面對員工福祉之複迴歸分析摘要表 64
表4-19 發展型心理契約與心理資本調節效果之階層迴歸分析摘要表 66
表4-20 自由型心理契約與心理資本調節效果之階層迴歸分析摘要表 68
表5-1 研究假設檢定結果 72

圖次
圖1-1 研究程序 5
圖2-1 心理契約類型 10
圖2-2 心理契約構面圖 12
圖3-1 研究架構圖 20
圖3-2 網路問卷填答流程 26
圖3-3 預試問卷研究步驟 28
圖3-4 正式問卷研究步驟 29
圖3-5 修正後研究架構圖 39
圖4-1 心理資本在發展型心理契約與員工福祉之關係之調節圖 67

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