臺灣博碩士論文加值系統

心理契約的研究國內近年正逐漸形成趨勢，雖然心理契約的研究於歐美國家方面已有十數年的時間，然國內鮮少針對心理契約的期待認知來源內容進行實徵研究。本研究採取兩階段研究進行，首先以質性訪談進行探索性研究，並輔以次級資料如國內外碩博士論文、相關期刊雜誌與研究主題相關之書籍等次級資料的蒐集與分析，歸納出心理契約期待來源、內容、與後果，後以量化方式進行三角檢定（triangulation）（Patton，1990）以驗證其信效度。在量化檢驗上，為避免方法同源變異（common method variance；CMV），每位受訪者問卷以三次不同時間進行發放，共計有效回收問卷共331份。本研究主要結果有以下幾點：（1）質量交叉檢驗後，心理契約期望來源共有企業社會形象與工作經驗兩項；而心理契約的後果上共有工作滿意度、組織公民行為、與退卻行為三項。（2）心理契約的知覺在企業社會形象與員工工作滿意度間具有中介效果；心理契約的知覺在企業社會形象與員工組織公民行為間具有中介效果。（3） 心理契約的知覺在工作經驗與員工工作滿意度間具有中介效果；心理契約的知覺在工作經驗與員工組織公民行為間具有中介效果。根據本研究驗證提出管理實務與學術意涵探討，並對後續研究提出建議。

Research on psychological contract has been developed in western countries for decades; it has not drawn Taiwanese academic attention until recent years. Although researching findings have explained psychological contract’s content and consequences to some extend, nevertheless, the antecedence of psychological contract formation, psychological contract expectation, so far only very limited empirical findings. This research attempts to explore psychological expectation and its relationship to perception of psychological contract and its consequences. A two-stage study design is conducted. The first stage is in-depth interview; the second stage using the concept of triangulation (Patton, 1990) to examine first stage’s results. Qualitative data is analyzed and generalized via Atlas.ti. and a questionnaire is developed. For the purpose of avoiding CMV, questionnaires are distributed at three different times. In total 331 questionnaires effective questionnaire were collected. Results of the two-stages study shows: (1) Sources of the psychological contract expectation are corporate image and the work experiences; consequences of psychological contract include work satisfaction, organizational citizenship behavior and withdrawal behaviors. (2)Perception of psychological contract mediates the effect between corporate image and work satisfaction; it also mediates the effect between corporate image employees’ organizational citizenship behaviors. (3) Perception of psychological contract mediates the effect between work experiences and work satisfaction; it also mediates the effect between work experience and employees’ organizational citizenship behavior. According to the research findings, managerial and research implications are discussion.

摘要 I
Abstract II
誌謝 III
目錄 IV
圖表索引 VI
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第貳章 文獻探討 4
第一節 心理契約的發展與意涵 4
第二節 心理契約的特性及類別 7
第三節 心理契約的認知期待來源相關研究 10
第四節 心理契約實踐程度衡量之相關研究 11
第五節 心理契約違反之相關研究 14
第參章 研究設計 16
第一節 訪談調查分析 16
第二節 三角檢定—量化問卷設計與測量指標 26
第三節 問卷資料收集及分析方法 30
第肆章 統計分析結果 38
第一節 各研究變項的信效度及基本資料特性分析 38
第二節 假設驗證 46
第三節 差異檢定 51

第伍章 研究結論與建議 60
第一節 研究結論 60
第二節 管理意涵與實務建議 66
第三節 研究限制與後續的研究建議 68
參考文獻 70
中文部份 70
英文部份 71
附錄一 本研究訪談名冊 77
附錄二 本研究問卷（第一階段） 78
附錄三 本研究問卷（第二階段） 80
附錄四 本研究問卷（第三階段） 81
作者簡介 82

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尚榮安（2001）譯，Robert K.Yin著，個案研究，台北：弘智文化。
林鉦棽、邱建璋（1999），組織內同儕關係類型、形成歷程及其互動內容之質性研究：社會網絡之觀點，人文、科技、世代人力資源發展學術研討會論文集，759-768。
彭台光、高月慈、林鉦棽(2006)，管理研究中的共同方法變異：問題本質、影響、測試和補救，管理學報，23(1)，77-98。
陳照明、萬榮水（2001），勞雇心理契約理稐建構的爭論之剖析及其解決之展望，中國行政評論，10(4)，101-128。
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），人力資源管理活動、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。
楊能豐（2005），心理契約違反與工作績效之研究－以永豐餘造紙股份有限公司為例，中山大學人力資源管理研究所碩士論文。
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，4(4)，105-129。

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