臺灣博碩士論文加值系統

員工職場偏差行為對組織造成嚴重的影響，爲擴展職場偏差行為的知識領域，本研究以心理契約履行(psychological contract fulfillment)為自變項，探討心理契約履行與職場偏差行為之關係，並透過信任為中介變項，以進一步釐清兩變數的關係。
研究樣本以台北銀行業員工及主管為對象，總共發了300份問卷，獲得231份橫斷面的有效配對樣本，有效回收率77%，問卷收齊後，對資料進行統計分析，分析之方法包括探索性因素分析，驗證性因素分析、描述性統計、LISREL分析、Pearson 相關分析等。研究結果發現：
1.交易型心理契約與組織偏差行為呈顯著的負相關。
2.關係型心理契約與人際和組織偏差行為呈顯著負相關。
3.關係型心理契約與情感型和認知型信任呈顯著的正相關。
4.情感型信任與人際和組織偏差行為都呈顯著的負相關。

Workplace deviance is a pervasive and expansive problem for organization. For expanding the epistemic sphere on workplace deviance behavior, the research use psychological contract fulfillment as an independent variable to explore the relation-ships in both psychological contract fulfillment and workplace deviance behavior. Through the intermediate variables on trust from employees to their superiors, we can clarify further the relationships on both two variables.
The research group is for Taipei bank industry employees and their superiors and is collected by 300questionnairs. Completed questionnaires were returned by 231 contact-employees (77% response rate).Then, the effective questionnaires have been analyzed by confirmatory factor analysis, descriptive statistics, Pearson correlation and LISREL analysis .
The results of this research indicate that:
1. Transactional psychological contract is negatively related to organizational de-viance behavior.
2. Relational psychological contract is negatively related to interpersonal and or-ganizational deviance behavior.
3. Relational psychological contract is positively related to affective trust and recognizable trust.
4. Affective trust is negatively related to interpersonal and organizational deviance behavior.

內容目錄
中文摘要　．．．．．．．．．．．．．．．．．．．．． iii
英文摘要　．．．．．．．．．．．．．．．．．．．．． iv
誌謝辭　　．．．．．．．．．．．．．．．．．．．．． v
內容目錄　．．．．．．．．．．．．．．．．．．．．． vi
表目錄　　．．．．．．．．．．．．．．．．．．．．． viii
圖目錄　　．．．．．．．．．．．．．．．．．．．．． x
第一章　　緒論．．．．．．．．．．．．．．．．．．． 1
　　第一節　　研究背景．．．．．．．．．．．．．．． 1
　　第二節　　研究問題與目的．．．．．．．．．．．． 2
　　第三節　　研究架構與假設．．．．．．．．．．．． 5
第二章　　文獻探討．．．．．．．．．．．．．．．．． 11
　　第一節　　心理契約履行．．．．．．．．．．．．． 11
　　第二節　　信任．．．．．．．．．．．．．．．．． 19
　　第三節　　職場偏差行為．．．．．．．．．．．．． 23
第三章　　研究方法．．．．．．．．．．．．．．．．． 32
　　第一節　　研究變項之操作型定義與測量工具．．．． 32
　　第二節　　研究樣本與資料蒐集．．．．．．．．．． 35
　　第三節　　資料分析方法．．．．．．．．．．．．． 36
第四章　　分析結果．．．．．．．．．．．．．．．．． 39
　　第一節　　基本資料分析．．．．．．．．．．．．． 39
　　第二節　　心理契約履行探索性因素分析．．．．．． 41
　　第三節　　驗證性因素分析．．．．．．．．．．．． 46
　　第四節　　皮爾森相關分析．．．．．．．．．．．． 56
　　第五節　　研究假設之驗證分析．．．．．．．．．． 58
第五章　　結論與建議．．．．．．．．．．．．．．．． 71
　　第一節　　結論．．．．．．．．．．．．．．．．． 71
　　第二節　　建議．．．．．．．．．．．．．．．．． 75
參考文獻　．．．．．．．．．．．．．．．．．．．．． 78
附錄A 　主管問卷．．．．．．．．．．．．．．．．． 93
附錄B 　員工問卷．．．．．．．．．．．．．．．．． 95

表目錄
表 2-1 心理契約履行之發展與定義．．．．．．．．．． 12
表 2-2 交易型契約與關係型契約之特徵比較．．．．．． 15
表 2-3 職場偏差行為之研究整理．．．．．．．．．．． 25
表 4-1 研究樣本之個人基本資料分析表．．．．．．．． 40
表 4-2 MSA值．．．．．．．．．．．．．．．．．．． 42
表 4-3 因素特徵值．．．．．．．．．．．．．．．．． 43
表 4-4 因素旋轉值．．．．．．．．．．．．．．．．． 44
表 4-5 因素命名．．．．．．．．．．．．．．．．．． 46
表 4-6 心理契約履行參數估計值．．．．．．．．．．． 48
表 4-7 心理契約履行之驗證性因素分析表．．．．．．． 50
表 4-8 信任參數估計值．．．．．．．．．．．．．．． 51
表 4-9 信任之驗證性因素分析表．．．．．．．．．．． 53
表 4-10 職場偏差行為參數估計值．．．．．．．．．．． 54
表 4-11 職場偏差行為之驗證性因素分析表．．．．．．． 56
表 4-12 研究變項構面之相關係數與信度矩陣表．．．．． 57
表 4-13 各觀察變項之誤差估計．．．．．．．．．．．． 60
表 4-14 潛在變項與觀察變項關係之估計值．．．．．．． 63
表 4-15 因果模式之整體模式適配度分析表．．．．．．． 66
表 4-16 因果模式適配度評鑑摘要表．．．．．．．．．． 67
表 4-17 假設路徑的檢定結果．．．．．．．．．．．．． 69
表 5-1 心理契約履行、信任與職場偏差行為假設路徑檢定結果．．．．．．．．．．．．．．．．．．．． 71

圖目錄
圖 1-1 研究架構．．．．．．．．．．．．．．．．．． 5
圖 4-1 心理契約履行之驗證性因素分析模式圖．．．．． 47
圖 4-2 信任之驗證性因素分析模式圖．．．．．．．．． 51
圖 4-3 職場偏差行為之驗證性因素分析模式圖．．．．． 54
圖 4-4 線性結構關係模型路徑圖．．．．．．．．．．． 59
圖 4-5 因果路徑圖．．．．．．．．．．．．．．．．． 70

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