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研究生:楊美芳
研究生(外文):Mei-Fang Yang
論文名稱:心理契約履行、信任與員工績效關係之研究-以高科技產業為例
論文名稱(外文):The Study of Psychological Contract Fulfillment,Trust, and Employee Performance:A Sample of the Employees in High-tech Industry
指導教授:徐郁茹徐郁茹引用關係
指導教授(外文):Yu-Ru Hsu
學位類別:碩士
校院名稱:長榮大學
系所名稱:企業管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:84
中文關鍵詞:心理契約履行信任員工績效任務績效組織公民行為
外文關鍵詞:Psychological Contract FulfillmentTrustEmployee OutcomesTask PerformanceOrganizational Citizenship Behavior
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政府對高科技產業的重視可由2008年政府提出的「兩兆雙星」計劃而見。在台灣發展高科技產業的努力過程中,「人才」一直是主要問題。又高科技產業盛行「以股票換取人才」的做法,似乎只能於短期獲得員工的投入。現今勞僱關係的改變,使員工無需再對組織從一而終,有別於傳統契約關係的心理契約,強調的是員工與組織彼此相信他方會遵循應盡的義務與契約內容。
本研究以個體層次的觀點,檢視心理契約履行、信任及員工績效(任務績效與組織公民行為)之關係,並以高科技產業員工為研究對象。研究結果發現:(1)心理契約履行對信任有正向顯著的影響;(2)心理契約履行對組織公民行為有部分正向顯著的影響,而對任務績效無顯著的影響;(3)信任對組織公民行為有正向顯著的影響 (4)信任在心理契約履行(交易型與關係型)與組織公民行為間具有顯著的中介效果,交易型心理契約履行與任務績效間具有顯著的中介效果,但關係型心理契約履行與任務績效間並無顯著的中介作用。
本研究結果期望能提供給高科技產業之主管人員參考,並對此類議題有深入的認識與瞭解。
From 2008’s “Two Trillion Twin Stars” project, we can tell that the government has pay much attention to the high-tech industry. The major problem of developing the high-tech industry in Taiwan is human resources. High-tech industries are popular in using profit sharing to attract talents, but can only see the short term effort. Facing the change of the employer-employee relationship nowadays, the employees don’t have to work for one employer for their whole life any more. Different from traditional contract relationship, psychological contract stresses for each employee and employer to believe that both parties will go by the content of contract based on the principle of reciprocity and then to carry out their obligations respectively.
This research regards individual level as the starting point to investigate the relationships among psychological contract fulfillment, trust, and employee outcomes (task performance & organizational citizenship behavior)。The subject of this study is primarily focused on the employees in the high-tech industry. The results reveal that (1) psychological contract fulfillment has positive and significant influences on trust ; (2) psychological contract fulfillment has partially positive and significant influences on organizational citizenship behavior but not on task performance; (3) Trust has positive and significant influences on employee outcomes ; (4)trust has the significant intervening effects between psychological contract fulfillment (Transactional psychological contract & Relational psychological contract) and organizational citizenship behavior;trust has the significant intervening effects between Transactional psychological contract fulfillment and task performance, but served no significant intervening effects for Relational psychological contract and task performance.
The research results could provide a reference for high-tech managers to gain an in-depth understanding of issues relating to psychological contract, trust, task performance, and organizational citizenship behavior.
目 錄
中文摘要 I
英文摘要 II
目 錄 IV
表目錄 VI
圖目錄 VIII
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 研究流程 5
第二章 文獻探討 6
第一節 心理契約 6
第二節 各構面間的相關實證研究 12
第三章 研究方法 22
第一節 概念性研究架構 22
第二節 研究變項的衡量與問卷設計 23
第三節 資料分析方法 30
第四節 抽樣方法 32
第五節 信效度分析 35
第六節 修正後研究架構及研究假設 42
第七節 修正後研究架構及研究假設 45
第四章 實證分析 46
第一節 研究構面間之相關分析 46
第二節 假設驗證 49
第五節 信任的中介效果驗證 58
第五章 結論與建議 62
第一節 研究假設驗證結果之整理 62
第二節 研究結論 65
第三節 管理意涵 68
第四節 研究建議與限制 70
參考文獻 71
附錄 79
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1. 6.林鉦棽(1996)。組織公正、信任、組織公民行為之研究:社會交換理論之觀點。管理科學學報,第十三卷第三期,頁391-415。
2. 6.林鉦棽(1996)。組織公正、信任、組織公民行為之研究:社會交換理論之觀點。管理科學學報,第十三卷第三期,頁391-415。
3. 7.林鉦棽、蕭淑月與何慧清(2005)。社會交換理論觀點下組織支持、組織知識分享行為與組織公民行為相關因素之研究:以信任與關係入析切入點。人力資源管理學報,第五卷第一期,頁77-110。
4. 7.林鉦棽、蕭淑月與何慧清(2005)。社會交換理論觀點下組織支持、組織知識分享行為與組織公民行為相關因素之研究:以信任與關係入析切入點。人力資源管理學報,第五卷第一期,頁77-110。
5. 11.黃家齊(2002a)。人力資源管理活動任之與員工態度、績效之關聯性差異分析-心理契約與社會交換關點。管理評論,第二十一卷,第四期,頁101-127。
6. 11.黃家齊(2002a)。人力資源管理活動任之與員工態度、績效之關聯性差異分析-心理契約與社會交換關點。管理評論,第二十一卷,第四期,頁101-127。
7. 12.黃家齊(2002b)。組織公正與組織公民行為-認知型與情感型信任的中介效果。臺大管理論叢,第十二卷第二期,頁107-141。
8. 12.黃家齊(2002b)。組織公正與組織公民行為-認知型與情感型信任的中介效果。臺大管理論叢,第十二卷第二期,頁107-141。
9. 13.葉穎蓉 (2004)。由心理契約檢視員工工作身份對工作態度與行為的影響-以公部門的約聘人員為例。人力資源管理學報,第四卷第四期,頁105-129。
10. 13.葉穎蓉 (2004)。由心理契約檢視員工工作身份對工作態度與行為的影響-以公部門的約聘人員為例。人力資源管理學報,第四卷第四期,頁105-129。
 
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