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研究生:劉正昱
研究生(外文):Cheng-Yu Liu
論文名稱:人格特質與心理契約對員工組織承諾與離職傾向之影響-以旅館飯店業為例
指導教授:陳春希陳春希引用關係
指導教授(外文):Chun-Hsi Chen
學位類別:碩士
校院名稱:國立中央大學
系所名稱:企業管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:52
中文關鍵詞:人格特質心理契約組織承諾離職傾向
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在現今競爭日趨激烈的環境,員工與雇主關係緊張,要如何留住好員工,必須組織能夠站在員工的角度,去檢視組織的各項決策對於員工的影響。心理契約便是員工與組織彼此互相期待,相信另一方會遵循彼此關係的內容,執行應盡的義務。而不同的人格特質對於組織會形成不同類型的的心理契約,進而影響到員工的組織承諾感與離職傾向。

為了探討這彼此間的關係,本研究以旅館飯店業為對象,採用問卷的方式,得到以下的結論:
1.員工的人格特質對其與組織形成之心理契約類型有影響關係。
2.心理契約之類型對於員工的組織承諾有影響關係。
3.員工的組織承諾對其離職傾向有負向影響關係。
4.員工的人格特質會經由其心理契約類型之中介,影響其組織承諾。
目 錄
第一章 緒論………………………………………………………………………1
第一節 研究動機……………………………………………………………1
第二節 研究目的……………………………………………………………3
第三節 研究流程……………………………………………………………4
第二章 文獻探討…………………………………………………………………5
第一節 心理契約……………………………………………………………5
第二節 人格特質……………………………………………………………8
第三節 組織承諾…………………………………………………………..12
第四節 離職傾向…………………………………………………………..15
第五節 人格特質、心理契約、組織承諾與離職傾向之相關研究……..16
第三章 研究方法………………………………………………………………..20
第一節 研究架構…………………………………………………………..20
第二節 研究工具…………………………………………………………..21
第三節 研究樣本特性描述………………………………………………..23
第四節 資料分析方法……………………………………………………..25
第四章 資料分析與結果………………………………………………………..26
第一節 信度分析…………………………………………………………..26
第二節 效度分析…………………………………………………………..27
第三節 線性結構方程式…………………………………………………..30
第五章 研究結論與建議………………………………………………………..36
第一節 研究結論…………………………………………………………..36
第二節 研究貢獻與管理意涵……………………………………………..39
第三節 研究限制與未來建議……………………………………………..40
第六章 參考文獻………………………………………………………………..42
附錄一 研究問卷………………………………………………………………..49

圖目錄
圖1-1 研究流程圖………………………………………………………….… 4
圖3-1 研究架構圖…………………………………………………………… 20
圖4-1 結構方程式模型之路徑圖……………………………………………. 31
圖4-2 結構方程式模型之路徑係數圖………………………………………. 35

表目錄
表2-1 交易型契約與關係型契約之特徵比較………………………………. 7
表2-2 五大人格特質之組成構面……………………………………………. 10
表2-3 學者對於離職傾向之定義……………………………………………. 15
表3-1 問卷資料………………………………………………………………. 22
表3-2 問卷回收情況…………………………………………………………. 23
表3-3 有效樣本基本資料描述………………………………………………. 24
表4-1 Cronbach’s α信度分析表……………………………………………... 26
表4-2 人格特質變數樣本轉軸後的成份矩陣……….……………………… 28
表4-3 心理契約變數樣本轉軸後的成份矩陣………………………………. 29
表4-4 因素分析後各個構面的平均數、標準差以及相關係數矩陣………. 29
表4-5 潛在變數表……………………………………………………………. 30
表4-6 整體模式配適度指標…………………………………………………. 33
表4-7 結構方程式模型路徑分析結果………………………………………. 34
表5-1 人格特質與心理契約驗證結果………………………………………. 36
表5-2 心理契約與組織承諾驗證結果………………………………………. 37
表5-3 心理契約與離職傾向驗證結果………………………………………. 37
表5-4 組織承諾與離職傾向驗證結果………………………………………. 38
表5-5 心理契約與人格特質、組織承諾驗證結果…………………………. 38
表5-6 心理契約與人格特質、離職傾向驗證結果…………………………. 38
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2. 情緒智力對於工作壓力與工作滿意以及組織承諾的影響
3. 個人與組織適配度對於員工工作滿意度、組織承諾及離職傾向之影響-以非營利組織為例
4. 不同世代員工的人格特質及其對工作滿足、組織承諾與離職傾向之影響
5. 銀行員工人格特質、工作壓力源、組織承諾與離職傾向關係之研究─以台南地區金控公司為例
6. 教師人格特質、工作特性、工作滿足、組織承諾與離職傾向相關性之研究-以南部地區為例
7. 組織公平、組織承諾與離職傾向之關係研究-以心理契約為調節變項
8. 餐飲職場性騷擾與工作滿意、組織承諾與離職傾向之相關研究-以國際觀光飯店餐飲外場員工為例
9. 內部行銷作為、員工工作滿意與員工顧客導向行為之研究-以國泰世華銀行台中地區員工為研究對象
10. 勞退新舊制度對於員工工作滿意度、組織承諾與離職傾向的影響
11. 工作特性、工作滿足、組織承諾與離職傾向之研究-以國際級大飯店第一線服務人員為例
12. 保險業務員之情緒勞務、心理契約與離職傾向之相關性研究
13. 員工心理契約、組織承諾、知識分享對離職傾向的影響
14. 心理資本對於工作壓力、員工幸福感與敬業精神影響之研究
15. 領導部屬交換關係、工作角色感知與工作績效之研究