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研究生:黃貞螢
研究生(外文):Chen-ying Huang
論文名稱:心理契約之實踐與員工行為關係之研究-以人格特質為干擾變項
論文名稱(外文):The Relationship between Psychological Contract Fulfillment and Employee Behavior:The Moderating Effect of Personality
指導教授:陳世哲陳世哲引用關係
指導教授(外文):Shyh-jer Chen
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
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:81
中文關鍵詞:角色內行為心理契約員工行為人格特質組織公民行為
外文關鍵詞:Employee behaviorIn-role behaviorPsychological contractOrganizational citizenship behavior
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在傳統的勞雇關係中,契約是維繫雙方關係不可或缺的關鍵要素。隨著近幾年企業環境的改變,全球化貿易的增加、購併與組織重整的頻繁,連帶地勞雇關係也產生變化。一種特殊的契約形式─心理契約(Psychological Contract),漸漸受到重視。
經過對相關文獻之探討後,發現目前心理契約此一概念之研究主要圍繞在和員工行為之關係。奠基於先前各學者之觀點,本研究期望印證心理契約之實踐與員工行為表現確有顯著關係。並以人格特質為干擾變項,討論其在心理契約之實踐與員工行為表現間是否具有干擾的效果。透過問卷調查之方式,以台灣企業為對象進行抽樣調查。
實證的結果發現:
1、不同類型心理契約之實踐與員工角色內行為表現有正向關係。
2、不同類型心理契約之實踐對朝向個人之組織公民行為產生不同的
影響。
3、人格特質對心理契約之實踐與員工角色內行為的交互作用無顯著
的干擾效果。
4、人格特質對心理契約之實踐與朝向組織之組織公民行為的交互作
用產生顯著的干擾效果。
In the traditional employment relationship, contract is an essential element to sustain the mutual relationship between employer and employee. In recent years, with the changes of business environment brought forward by the increasing globalization of business and by the dramatic rise in the numbers of mergers and restructurings, there has been a transformation of employment relationship. Psychological contract, a special type of contract, has become increasingly important under such dynamic environment.
After reviewing previous academic researches, we found that the issue about the concept of psychological contract was found in relation with employees’ behavior. Based on the previous opinion, this study expects to prove that psychological contract fulfillment is strongly related to employees’ behavior. We also discuss the moderating effect of personality on the relationship between psychological contract fulfillment and employees’ behavior. We therefore intend to use questionnaire survey and using Taiwanese corporate with intention to prove the hypothesis of this paper.
The major finding of this study are as following:
1、Different types of psychological contracts fulfillment
are positively related to employees’in-role behavior.
2、Different types of psychological contracts fulfillment
have different impact on organizational citizenship
behaviors directed at other individuals within the
organization.
3、Personality has no moderating effect on the relationship
between psychological contract fulfillment and
employees’ behavior.
4、Personality has strong moderating effect on the
relationship between psychological contract fulfillment
and organizational citizenship behaviors directed at the
organization.
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 員工行為……………………………………………………12
第三節 影響心理契約與員工行為的干擾因素……………………21
第三章 研究方法……………………………………………………25
第一節 研究架構……………………………………………………25
第二節 研究假設……………………………………………………26
第三節 研究變數之操作性定義及衡量……………………………28
第四節 樣本特性分析與量表信、效度分析………………………32
第五節 資料分析方法………………………………………………40
第四章 研究分析……………………………………………………43
第一節 各變項之差異性分析與相關分析…………………………43
第二節 心理契約之實踐對角色內行為之影響……………………49
第三節 心理契約之實踐對組織公民行為之影響…………………50
第四節 人格特質對心理契約實踐與員工行為之影響……………52
第五章 結論與建議…………………………………………………59
第一節 結論…………………………………………………………59
第二節 研究限制……………………………………………………62
第三節 研究建議……………………………………………………63
參考文獻 ………………………………………………………………64
附錄:本研究問卷….…………………………………………………71
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