臺灣博碩士論文加值系統

本研究主旨在闡述心理契約之違反與員工工作行為之間的關係，並以公平敏感度作為干擾變項進行研究。其目的在於探討三者之間的關聯性，分別以心理契約之相關內容探討以及心理契約違反與員工工作行為之間的影響及公平敏感度之相關研究，交易型及關係型契約違反與員工行為（離職、漠視、抱怨及忠誠度）的影響，進而探討到公平敏感度高低之間的差異對其他變數關係的影響程度。本研究研究對象為公營及民營企業在職員工，而抽樣對象為桃園地區某大學之進修部在職專班的學生為主，共計發出300份問卷，回收250份，剔除無效問卷28份，共222份問卷進行分析。利用SPSS統計分析軟體進行分析與計算，包含敘述性統計分析、因素分析、相關分析、線性迴歸、Cronbach’s α信度分析及獨立樣本T檢定。本研究主要貢獻在於釐清，交易型契約與關係型契約之間對於員工的差異性及公平敏感度之影響程度，提供企業改善之方法，另外，由於本研究以交易型契約與關係型契約作為心理契約違反之變項之一，是以往過去研究比較少提出的，故有助於提供學術界之探討方向。研究整體而言發現，知覺心理契約違反會造成員工有強烈的離職、漠視、抱怨及忠誠度行為傾向，且公平敏感度高低亦會影響員工工作行為，其中高公平敏感度員工會知覺強烈的交易型和關係型心理契約違反，另外，公平敏感度在心理契約違反與員工行為之間具干擾效果。由於本研究樣本數來自於各個企業，故可以考慮後續研究就以單一企業樣本作為研究方向，另外，本研究為橫斷面之研究設計調查，所以建議未來心理契約研究給予縱斷面方式探討其之動態變化等。

The study is aimed to figure out the breach of the psychological contract between employee behavior and equity sensitivity as a moderator variable research. The aim is to explore the relationship between in the content of the psychological contract, breach of the psychological contract between employee behavior and fair sensitivity of related research; furthermore it is hoped to explore the transactional and relational contract breach behavior of employees - leave, ignore, complaints, and the attitude of loyalty, and fair correlation between the level of sensitivity and mutual influence. The total amount of questionnaire were 300 and were delivered to Taoyuan area of education divisions in a university student Repository to collect primary research resource, but only 222 were returned, and excluding 28 invalid questionnaires. Applying SPSS statistical software for analysis and computation, including descriptive statistics, factor analysis, correlation analysis, linear regression, Cronbach's α reliability analysis and independent sample T test. The main contribution of this study is that transactional and relational contract employees for the difference between contract and fairness of the sensitivity of impact, and providing business improvement methods. In addition, the study contract and transactional psychological contract as a Relational Contract violation of one of the variables is less previous studies made in the past, it provided the direction of academia. Overall, it is found that perceived psychological contract violation would get result in a strong staff turnover, and neglected complaints and loyalty behavioral tendencies, and equity sensitivity would also affect the level of employee behavior, including high sensitivity of staff would be perceived a strong fair trade and relational psychological contract breach. On the other hand, equity sensitivity in the psychological contract between employee behavior and a violation of interference effect should be noticed. As for the sample size from various enterprises, it can be considered the follow-up study to a single enterprise as the research sample. Thus, the study is cross-sectional survey research design, and it recommended that future longitudinal section of the psychological contract research to give way to explore the surface and the further the dynamic change.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究範圍與對象 5
第二章 文獻探討 6
第一節 心理契約 6
第二節 心理契約違反 9
第三節 心理契約違反對員工工作行為影響 12
第四節 公平敏感度 15
第五節 從公平敏感度看心理契約違反與員工行為關係 18
第三章 研究方法 23
第一節 研究架構 23
第二節 研究設計 24
第三節 母體與樣本 25
第四節 資料分析方法 26
第四章 實證分析 28
第一節 因素分析 28
第二節 皮爾森之相關分析 31
第三節 公平敏感之獨立樣本T檢定 32
第四節 迴歸分析 32
第五章 結論與建議 44
第一節 研究結論 44
第二節 研究結果討論 46
第三節 研究限制與改善建議 49
參考文獻 51
附錄一 問卷 58

一、中文文獻
吳秉恩（2007）。人力資源管理－理論與實務。台北：華泰。
林師模、陳苑欽(2003)。多變量分析-管理上的應用。雙葉書廊有限公司，375。
林鉦棽、林璟汶（2005）。五大人格特質、心理契約實踐與組織公民行為關連性探討。第九屆科際整合管理研討會。
邱皓政(2002)。量化研究與統計分析: SPSS中文視窗版資料分析範例解析。台北:五南。
梁世賢（2008）。連結工作對家庭衝突與員工工作表現:中介與干擾過程的探索。碩士學位論文，國立聯合大學管理研究所。
陳剛、陳學軍 (2010)。心理契約違背對工作幸福感的影響分析。現代
商應，6。
陳順宇(2003)。多變量分析。雙葉書廊有限公司。
陳銘薰、方妙玲（2004）。心理契約違犯對員工工作行為之影響之研究—以高科技產業為例。輔仁管理評論，11(2)，1-32。
湯璇(2007)。管理錦囊：心理契約，企業與員工和諧發展紐帶。取自：
http://gdjsb.ycwb.com/2007-09/18/content_1621793.htm
黃俊英(2003)。行銷學的世界。台北：天下文化。
黃家齊（2002）。人力資源管理活動認知與員工態度、績效之關聯性差異分析－心理契約與社會交換觀點。管理評論，21(4)，101-127。
黃家齊（2003）。人力資源活動、雇用關係與員工反應之關聯性研究－心理契約觀點。管理學報，20(3)，483-514。
楊杰、凌文輇、方俐洛(2003)。論管理中心理契約的界定過程。學術研究，10，38-42。
趙民學 (2008)。企業管理的新視角-共建企業的心理契約，12(4)，11-28。
暴占光、 孔應南 (2010)。核心員工西凜契約違背的發生及職應教育機制。繼續教續研究，4。
鍾燕宜、吳成豐、林瑞卿(2006)。志願工作者心理契約違反對工作滿意及離職意向之研究-以義務張老師為例。在職專班碩士論文。靜宜大學。
瞿艷平、程凱（2010）。心理契約的品牌關係研究。財經論叢，5。
羅秋明（2009）。論心理契約與組織公民行為的關係。湖南工業大學報（社會科學版），14(4)。

二、英文文獻
Argyris, C. (1960). Understanding Organizational Behavior. Homewood, III.
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowit ( Ed.). Advances in experimental social psychology, 267-299. New York: Academic Press.
Aiken, L.S., & West, S.G. (1991). Multiple regression: testing and interpreting interactions, Newbury Park, CA: Sage.
Allen, R.S., & White, C.S. (2002). Equity sensitivity theory: a test of responses to two types of under-reward situations. Journal of Managerial Issues, 14(4), 435-451.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a Mediator of the Relationshipbetween Organizational Justice and Work Outcomes: Test of a Social Exchange Model. Journal of Organizational Behavior, 23, 267-285.
Brockner,J., & Wiesenfeld, B.M. (1996).An intergrative framework for explaning reactions to decisions: The interactive effects of outcomes and procedures. Psychological Bulletin, 120, 189-208.
Bing, M.N., & Burroughs, S.M. (2001). The predictive and interactive effects of equity sensitivity in teamwork-oriented organizations. Journal of Organizational Behavior, 22(3), 271-290.
Coyle-Shapiro, J. & Kessler, I. (2003) The employment relationship in the UK public sector: A psychological contract perspective. Journal of Public Administration Research and Theory, 13(2), 213-230.
Crosby (1984). Relative deprivation in organizational setting. In B. M. Staw & L. L. Cummings (Eds.), In Research in Organizational Behavior, 6, 53-93. Greenwich, CT: JAI Press.
Chrobot-Mason D. L. (2002). Keeping the promise. Journal of management psychology, 18, 22-45.
Davis, K., & Todd, M. (1985). Friends and love, In: K.E. Davis and T. O. Mitchell (Eds). Advances in Descriptive Psychology, 2.
Davison, H.K., & Bing, M.N. (2008). The multidimensionality of the equity sensitivity construct: Integrating separate benevolence and entitlement dimensions for enhanced construct measurement. Journal of Managerial Issues, 20, 131-150.
Farrell, D. (1983). Exit, voice, loyalty, and neglect as responses to job satisfaction: A multidimensional scaling study. Academy of Management Journal, 26, 596-607.
Hirschman, A.O. (1970). Exit, voice , loyalty: Responses to decline in firms, organizations, and states. Cambridge,MA:Harvard University Press.
Huseman, R., & Hatfield, J., & Miles, E.（1987）. A new perspective on equity theory: the equity sensitivity construct. Academy of Management Review, 12, 222-234.
Hair, J.F., & Anderson, R.E., & Tatham, R.L. & Black, W.C. (1998).Multivariate Data Analysis, 5nded., Upper Saddle River, NJ: Prentice-Hall, 19.
Kotter, J.P.(1973). The Psychological Contract : Managing the Jonining- Up Process. California Management Review, 159, 91-99.
King, W.C., Mile, E.W., & Day, D.D. (1993). A test and refinement of the equity sensitivity construct. Journal of Organizational Behavior, 14, 301-317.
King, W. C., Jr., & Miles, E. W. (1994). The measurement of equity sensitivity. Journal of Occupational and Organizational Psychology, 67(2), 133-142
Kickul, J., & Scott. W.L. (2001). Broken promises: equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior. Journal of Business and Psychology, 16(2), 191-217.
Kickul, J., & Lester, S. W. (2001). Broken promises: Equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior. Journal of Business and psychology, 16(2).
Levinson, H., & Price, C. R., & Munden, K. J., & Solley, C. M. (1962). Men, management and mental health. Cambridge, MA: Harvard University Press.
Lawler, E.E. (1988). Choosing an involvement strategy. Academy of Management Executive, 2(3), 197-204.
Lee, T.W., & Mitchell, T.R. (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of Management Review, 19, 51-89.
Lester, S. W., Turnley, W. H., Bloodgood, J. M., & Bolino, M. C. ( 2002). Not Seeing Eye to Eye: Differences in Supervisor and Subordinate Perceptions of and Attributions for Psychological Contract Breach. Journal of Organizational Behavior, 23, 39-56.
Lo, S., & Aryee, S. (2003). Psychological contract breach in a Chinese context: an integrative approach. Journal of management studies, 40, 1005-1020
MacNeil, I.R. (1985). Relational contract: what we do and do not know. Wisconsin Law Review, 483-525.
Miles, E., Hatfield, J., & Huseman, R. (1994). Equity sensitivity and outcome importance. Journal of Organizational Behavior, 15, 585-596.
Moorman, R.H. (1991). Relationship between organizational justice and organizational citizenship behaviors: do fairness perceptions influence employee citizenship. Journal of Applied Psychology, 76(6), 845-855.
Martin, J. E., & Peterson, M. M. (1987). Two-tier wage structures: Implications for equity theory’. Academy of Management Journal, 30, 297–315.
Morrison. E., & Robinson S. L.(1997). When Employees Feel Betrayed: A Model of How. Psychological Contract Violation Develops. Academy of Management Review, 226-256.
Nunnally, J. C. (1978). Psychometric Theory. NY: McGraw-Hill.
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121-139.
Organ, D.W. (1988). Organizational citizenship behavior. Lexington MA: Lexington.
O’Neill, B. S. & Mone, M. A. (1998). Investigating equity sensitivity as a moderator of relations between self-efficacy and workplace attitudes. Journal of Applied Psychology, 83, 805–816.
Rusbult. C.E., Farrell, D., Rogers, G., & Mainus, A. G. (1988). Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction. Academy of Management Journal, 31, 599-627.
Rousseau, D. M., & Parks, J. M. (1993). The contracts of individuals and organizations, in B. M. Staw & Cummings, L. L. (Eds). Research in Organizational Behavior, 15, 1-43.
Robinson, S.L., & Kraatz, M., & Rousseau, D.M. (1994). Changing obligations and the psychological contract: a longitudinal study. Academy of Management Journal, 37, 137-152.
Robinson, S.L. & Rousseau, D.M. (1994). Violation the psychological contract: not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.
Robinson, S.L. Kraatz, M.S., & Rousseau, D.M. (1994). Changing obligations and the psychological contract: a longitudinal study. Academy of Management Journal, 37, 137-152.
Robinson, S.L., & Morrison, E.W. (1995). Psychological contracts and OCB: the effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16, 289-298.
Rousseau, D.M. (1995). Psychological contracts in organizations: understanding written and unwritten agreements.
Robinson, S.L. (1996). Trust and breach of the psychological contract. Administrative science quarterly, 41(4), 574-599.
Rousseau, D.M., (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2 ,121-139.
Robbins, S. P. (2001). Organizational Behavior (9th ed.). New Jersey: Prentice-Hall.
Roehling, M.V. (2004). The origins and early development of the psychological contract construct. Journal of Management History, 3(2), 204-217.
Rousseau, D. M. (2004). Psychological Contracts in the Workplace: Understanding the Ties That Motivate. Academy of Management Executive, 18(1), 120-127.
Schein, E.H. (1965, Reprinted 1980). Organizational psychology. New Jersey: Englewood Cliffs.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82, 434–443.
Shore, L.M. & Barksdale, K. (1998). Examining degree of balance and level of obligation in the employment relationship: a social exchange approach. Journal of Organizational Behavior, 19, 731-744.
Suazo, M.M. (2002). An examination of anteedents and consequences of psychological contract breach. University of Kansas, PH.D thesis.
Turnley, W.H., & Feldman, D.C. (1998). Psychological contract violations during corporate restructuring. Human Resource Management, 37, 71-83.
Turnley, W. H., Feldman, D. C.(1999). The impact of psychological contract violations on exit, voice, loyalty, and neglect. Human Relations, 52, 895-922.
Zohar, D. (1999). When things go wrong: The effect of daily work hassles on effort, exertion and negative mood. Journal of Occupational & Organizational Psychology, 72(3), 265-283.
Zhao, H., Wayne, S.J., & Glibkowski, B.C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: a meta-analysis. Personnel Psychology, 60, 647-680.