(3.238.174.50) 您好!臺灣時間:2021/04/18 15:46
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
: 
twitterline
研究生:王慈薇
研究生(外文):Tzu-Wei Wang
論文名稱:心理契約與雇用身分、組織認同之研究
論文名稱(外文):The Psychological Contract Research of Employment Status and Organizational Identification
指導教授:楊濱燦楊濱燦引用關係
指導教授(外文):Pin-Tsan Yang
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
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:2007
畢業學年度:95
語文別:中文
論文頁數:92
中文關鍵詞:心理契約雇用身分組織認同
外文關鍵詞:psychological contractemployment statusorganizational identification
相關次數:
  • 被引用被引用:3
  • 點閱點閱:375
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:4
本研究以心理契約(psychological contract)與為自變項,探討心理契約履行與組織認同(organizational identification)之關係,並透過雇用身分(employment status)為干擾變項,以進一步釐清兩變數的關係。
研究樣本以台灣地區各大專院校之行政人員為對象,總共發了600份問卷,獲得510份橫斷面的有效配對樣本,有效回收率為87%,問卷收齊後,對資料進行統計分析,分析之方法包括敘述性統計分析,信度分析、T檢定、單因子變異數分析、共變數分析、相關分析、迴歸分析等。研究結果發現:透過階層回歸模式之整體分析結果顯示,心理契約對組織認同產生顯著之正向影響;此外,雇用身分對於心理契約與組織認同之干擾效果成顯著且正向之關係。
The research use psychological contract as an independent variable to explore the relation-ships in both psychological contract and organizational identification through the moderator variables on employment status from employees to their superiors, we can clarify further the relationships on both two variables.
The research group is for Taiwan university education administration personnel and is collected by 600 questionnaires. Completed questionnaires were returned by 510 con-tact-employees (87% response rate).Then the effective questionnaires have been analyzed by Descriptive statistics analysis, Reliability analysis, One-way ANOVA, ANCOVA, Correlation analysis and Regression analysis. The results of this research indicate that: According to the analysis done under hierarchical regression model, noticeable positive impact derived from the psychological contract to the organizational identification was confirmed. Moreover, psychological contract and organizational identification between interference effect of employment status to psychological contract and organizational identification was also affirmed.
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................. 3
第三節 研究架構與假設................. 6
第二章  文獻探討...................... 11
  第一節  心理契約.....................11
  第二節  雇用身分.....................18
  第三節  組織認同.....................25
第三章  研究方法.......................35
第一節 研究變項定義與測量工具..............35
第二節 研究樣本與資料蒐集............... 38
第三節 資料分析方法.................. 40
第四章  分析結果...................... 42
  第一節  基本特性描述...................42
第二節  心理契約分析...................44
第三節  組織認同分析...................45
第四節 人口統計變數與心理契約、雇用身分及組織認同分析..47
第五節 心理契約與組織認同相關分析........... 56
第六節 心理契約、雇用身分與組織認同之關係....... 58
第五章  結論與建議..................... 68
第一節  結論...................... 69
第二節  後續研究與建議................. 73
參考文獻 .......................... 75
附錄   研究問卷...................... 89
表目錄
表 2- 1 心理契約定義..................... 13
表 2- 2 交易型契約與關係型契約之差異比較........... 16
表 2- 3 非典型雇用類型.................... 19
表 2- 4 教育行政單位臨時員工與正式員工之待遇比較....... 22
表3-3-1 信度標準參考表................... 40
表4-1-1 基本特性分布情形................... 43
表4-2-1 心理契約平均數及標準差表............... 44
表4-3-1 組織認同信度摘要表.................. 45
表4-3-2 組織認同現況分析表.................. 46
表4-4-1 人口統計變數對心理契約之差已情形........... 48
表4-4-2 組織認同相似性之共變異數分析摘要表.......... 49
表4-4-3 組織認同成員關係之共變異數分析摘要表......... 50
表4-4-4 組織認同忠誠度之共變異數分析摘要表.......... 51
表4-4-5 性別對組織認同之差異情形............... 51
表4-4-6 婚姻對組織認同之差異情形............... 52
表4-4-7 年齡對組織認同之差異情形............... 53
表4-4-8 教育程度對組織認同之差異情形............. 54
表4-4-9 工作年資對組織認同之差異情形............. 55
表4-5-1 皮爾森積差相關分析表................. 57
表4-6-1 心理契約對組織認同相似性之階層迴歸分析表....... 58
表4-6-2 心理契約對組織認同成員關係之階層迴歸分析表...... 59
表4-6-3 心理契約對組織認同忠誠度之階層迴歸分析表....... 61
表4-6-4 心理契約對組織認同相似性之階層迴歸分析表....... 63
表4-6-5 心理契約對組織認同成員關係之階層迴歸分析表...... 65
表4-6-6 心理契約對組織認同忠誠度之階層迴歸分析表....... 67
表5-1 研究假設彙總表.................... 68
圖目錄
圖 1-1 研究架構圖...................... 6
圖 2-1 研究組織認同之兩種觀念模型.............. 29
圖 2-2 組織認同之前因與後果變項............... 30
參考文獻
一、中文部分
王經明(2002),「心理契約與組織承諾之關連性研究-以某便利商店為例」,國立高雄 第一科技大學行銷與流通管理所,81-84。
成之約(1999),淺論「非典型聘雇關係」工作型態的發展與影響,勞工行政, 139, 10-18。
成之約、鄭津津(2000),派遣勞動的現況與未來展望,非典型工作型 態發展與勞動策略研討會,行政院勞工委員會綜合規劃處、職業訓練局主辦。
江明修(1999),組織情感與心理契約的建立,教育資料與研究, 30,7-10。
李總縯(2002),組織氣候、組織認同、組織效能之關聯性研究—以非營利組織國際獅子會台灣地區分會為實證對象,中原大學企業管理研究所碩士論文,31-52。
林士峰(2002),「銀行業人力彈性運用與員工心理契約的關係及影響」,國立中山大學人力資源管理研究所。
周文賢、李宏達(2002),市場調查與行銷策略研擬,台北:華泰書局, 27。
林家五(2002),認同與決策,組織行為在台灣:三十年回顧與展望學術研討會論文集, 23-25。
林士鋒(2003),銀行業人力彈性運用與員工心理契約的關係及影響,國立中山大學人力資源管理研究所碩士在職專班碩士論文,13-19。
梁雙蓮(1984),中央行政機關公務人員組織認同的研究,台灣大學政治學研究所博士論文,21-49。
許士軍(1988),管理學,台北:東華書局。
許美鳳(2003),員工雇用身分對其工作態度及行為的影響,國立中央大學企業管理研究所碩士論文,18-27。
許耀峰(2004),醫院護理人員任職型態對其工作態度、組織公民行為與工作績效的影響研究,慈濟大學公共衛生研究所碩士論文,13-21。
陳川正(2000),認同與非營利組織的管理-以參與觀察法和紮根理論法建構的基督教教會個案為例,發表於「兩岸非營利組織公共事務學術研討會」。
陳銘薰、方妙玲(2004),心理契約為反對員工工作行為之影響之研究-以高科技產業為例,輔仁管理評論, 11(2),1-32。
黃怡禎(2005),心理契約、組織承諾與組織公民行為之關聯性研究-知識工作者與非知識工作者之比較,雲林科技大學碩士論文,12-19。
黃國隆 (1986),中學教師的組織承諾與專業承諾,國立政治大學學報, 53, 55-84。
萬榮水(2001),從勞雇心理契約理論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。
萬榮水(2002),公務人員期望「跨組織發展」生涯之勞雇心理契約意涵,研習論壇, 19,29-34。
葉穎蓉(2004),由心理契約檢是員工工作身份對工作態度與行為的影響-以公部門約聘人員為例,人力資源管理學報,4(4), 105-129。
劉韜(2001),共建企業的「心理契約」, http://www.ccw.com.cn/htm/work/zl/lt/01_7_18_2.asp, (Last visited 2007/1/5)。
蔡綺芬(2003),心理契約量表之建構,國立中央大學企業管理研究所碩士論文,11-31。
鄭勝分(2001),失落的連結-公部門績效評估與激勵制度之研究,研考雙月刊,25(5),86-97。
潘東傑(譯)(2002),尋找及保存最佳人力(哈佛商業評論精選),台北市:天下文化,(Peter Cappelli and Ibarra Hermina edition).
賴燕美(2005),探討組織公平、內部行銷、心理契約、專業承諾對組織公民型為關連性之研究-以嘉義市警察局為例, 南華大學管理科學研究所碩士論文,33-57。
二、英文部分
Argyris, C. P. (1960). Understanding organizational behavior. Home- wood Dorsey Press, 12(1), 22-26.
Ashforth, B. E., and Mael, F. A. (1989). Social identity theory and the organization. Academy of Management Review, 14 (1), 20-39.
Beard, K. M., and Edwards, J. R. (1995). Employees at risk: contin-gent work and the psychological experience of contingent workers. In Cary L. C. and Denise M. R. (Eds.), Trends in Organizational Behavior, 2, 109-126. New York: John Wiley and Sons.
Becker, Howard. S. (1960 ) ,Notes on the concept of commitment.,. American Journal of Sociology, 66, 32-40.
Blau, P. M.(1964). Exchange and power in social life. New York: Wiley.
Bateman, T. S., and Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee “citizenship.” Academy of Management Journal, 26, 587-595.
Bronfenbenner, U. (1960). The ecology of human development: experiments by nature and desig. Cambridbe, MA: Harvard University Press.
Reger, R.K., Barney, J., Bunderson, S., Foreman, P., Gustafson, L. T., Huff, A. S., Martens, L., Sarason, Y., and Stimpert, L. (1998) A strategy conversation on the topic of organizational identity. In D. Whetten and P. Godfrey (Eds.), Identity in organizations: developing theory through conversations. Thousand Oaks, CA: Sage.
Buchanan, B. (1974). Building organizational commitment. Administrative Science Quarterly, 19, 533-546.
Cheney, G.(1982), On the various and changing meaning of organiza-tional membership: A Field study of organizational identifica-tion. Communication Monographs, Vol.50, p.p.342-362.
Cheney, G.(1983). On the various and changing meaning of organiza-tional membership: A Field study of organizational identification. Communication Monographs,50,342-362.
Cordova,E(1986). Form Full-time Wage Employment to Atypical Employment:A Major Shife in the Evolution of Labour Re-lations?International Labour Review,125(6), pp.646-648.
Coyle-Shapiro, J. (2000). Consequences of the psychological contract for the employment relationship. The Journal of Management Studies, 37(7), 903-930.
Chrobot-Mason, D., DiClementi, JD, and Handelsman, MM. (2001). Integrating cultural issues into the undergraduate curriculum: Teaching multicultural skills for a multicultural workplace. Presented at the first annual Diversity Challenge Conference at the Institute for the Study and Promotion of Race and Culture of Boston College, October.
Jacqueline, A.M., and Coyle-Shapiro. J. C.(2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior. 23(8), 927-946.
Coyle-Shapiro, J. A. M., and Kessler, I. (2002). Exploring reciprocity through the lens of the psychological contract: Employee and employer perspectives. European Journal of Work and Organizational Psychology, 11(1), 69-86.
De Meuse, Kenneth P., Bergmann, Thomas J., Lester, Scott W. (2001). An investigation of the relational component of the psychological contract across time, generation, and employment status. Journal of Managerial Issues, Vol.13, Issue.1, pp.102-118.
Dutton, J.E, J.M.Dukerich and C.V.Harquail, (1994). “Organizational Images and Members Identification,” Administrative Science Quarterly, 39,239-263.
Davis and Newstrom(1989).Human Behavior at Work: Organizational Behavior.McGraw Hill,p.47.
Etzioni, A. (1985). Organizations in society. Englewood Cliffs, NJ: Prentice-Hall.
Kickul J. R., Neuman, G., Parker, C. and Finkl, L. (2002). Settling the score: the role of organizational justice in the relationship between psychological contract breach and anticitizenship behavior. Employee responsibilities and rights journal, 13, pp. 77-93.
Ferber, M., and Waldfogel, J. 1998. The long-term consequences of nontraditional employment, Monthly Labor Review, 121, 3-12.
Festinger, L. A. (1954) A theory of social comparison. Human Re-lations 7:117-140.
Gewirtz, L. J., and Stingle, G. K. (1968). Learning of generalized imitations the Psychological Preview, 75 (5), 374-397.basis for identification.
Hair et al, (1998), Multivariate Data Analysis, (4th ed), Prit all.
Hattie, J. (1985). Methodology review: Assessing unidimensionality of tests and items. Appiled Psychological Measurement, 9, pp. 139-164.
Kalleberg, A. L.(2000),Non-standard employment relations: part-time, temporary, and contract work. “Annual Review of Sociology”, 26:341-365.
Kalleberg. A. L(2000).Nonstandard Employment Relations:Part-time Temporary and Contract Work. Annual Review of sociology,26:341-364.
Lasswell, Harold.(1948). “The Structure and function of com-munication in society”, reprinted in Wilbur Schramm and Donald Roberts (eds.) The Process and Effects of Mass Communication. Urbana:University of Illinois Press.
Lester, S.W., and Kickul, J. (2001). Psychological contracts in the 21st century: What employees value most and how well organizations are responding to these expectations. Human Re-sources Planning , pp. 10-21.
Levinson, H., Pirce, C.R., Munden, K.J., and Solley, C.M.(1962). Men.Management and Mental Health.Cambridge, MA: Harvard University Press.
Lo, S., and Aryee, S. (2003). Psychological contract breach in a Chi-nese context: An integrative approach. Journal of man-agement studies, 40(3), 1005-1020.
Lester, S., and Kickul, J. (2001). Psychological Contracts in the 21st Century: An Examination of What Employees Value Most and How Well Organizations are responding to These Expectations. Human Resource Planning, 24(1), 10-21.
Mael, F. A. and Ashforth,B. E. (1992). Alumin and their alma mater: Apartial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13,103-123.
Maslow, A. H., (1954). Motivation and personality. New York: Harper and Brothers Pub. 146-150.
Moorhead, G., and Griffin, R. W.(1989).Organization Behavior. Boston: Houghton Mifflin Company.
MacNeil, Ian R,(1985). Relational Contract: What We Do and Do not Know. Wisconsin Law Review, 483-525.
Mallon, M., and Duberley, J. (2000). Managers and professionals in the contingent workforce. Human Resource Management Journal, 10(1), 33-47.
McGinnis,S.K., and Morrow,P.C.1990. Job attitudes among full- and part-time employees. Journal of Vocational Behavior ,36,82-96.
McLean Parks,J., Kidder, D.L., and Gallagher, D.G..1998. Fitting square pegs into round holes: Mapping the domain of contingent work arrangements onto the psychological contract. Journal of Organizational Behavior, 19,697-730.
Millward, L.J,and Hopkins, L.J.1998. Psychological contract, organizational and job commitment. Journal of Applied Social Psychology ,28, 1530-1556.
Morris, J.H. and Sherman, J.D. (1981). Generalizability of an organizational commitment model. Academy of Management Journal, 24, 512-526.
Morrison, E. W., and Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226-256.
Morrow, P. C. (1983). Concept redundancy in organizational research: the case of work commitment. Academy of Management Journal, 8: 486-500.
Mowday, R.T., Porter, L. W. and Steers, R. M. (1982). Em-ployee-Organization Linkages: The Psychology of Commit-ment, Absenteeism and Turnover. New York: Academic Press.
R. T. Mowday and R. M.Steers (1982), Em Employee-Organization Linkage, New York: Academic Press, p.30.
Richard M. Steers and Lyman W. Porter, Motivation and Work Behavior, (McGraw-Hill, 1979), p.304.
Robinson, S. L. and Rousseau, D. M. (1994). Violating the psycho-logical contract: Not the exception but the norm, Journal of Organizational Behavior, 15(3),245-259.
Robinson, S.L. and Morrison, E.W.(1995).Psychological Contracts and Organizational Citizenship Behavior: The Effects of Unfulfilled Obligations. Journal of Organizational Psychology,16,289-298. Robinson, S. L., and Rousseau, D. M. (1994). Violating the psychological contract; not the exception but the norm. Journal of Organizational Behavior, 15, 245-256.
Robinson, S.L., Kraatz, M. S., and Rousseau, D.M.(1994).Changing Obligations and the Psychological Contract: A Longitudinal Study.Academy of Management Journal, 37,137-152.
Rousseau, D. M., (1989), Psychological and implied contracts in organizations, Employee Responsibilities and Rights Journal, 2, pp.121-139.
Rousseau, D. M., (1990).New Hire Perceptions of Their Own and Their Employer’s Obligations: A Study of Psychological Contracts, Journal of Organizational Behavior, 11, pp.389-400.
Rousseau, D. M., (1995).Psychological contracts in organizations: Understanding written and unwritten agreements, Thousand Oaks, CA: Sage.
Rousseau, D. M.. The "Problem" of the Psychological Contract Considered[J]. Journal of Organizational Behavior, 1998, 19: 649-664.
Rousseau, D. M. (2000).Psychological Contracts Inventory Technical Report. Pittsburgh: Carnegie Mellon University.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22, 47.
Schein,E.H. (1980). Organizational Psychology. Englewood Cliffs : Prentice-Hall.
Seashore, S. E., and Taber, T. D. (1975). Job satisfaction indicators and their correlates. American Behavioral Scientist, 18, 333-368.
Shore, L.M. and K. Barksdale(1998). Examining Degree of Balance and Level of Obligation in the Employment Relationship: A Social Exchange Approach. Journal of Organizational Behavior, 19,731-744.
Stamper, C.L, and Van Dyne,L.(2001).Work status and organization citizenship behavior: A field study of restaurant employees. Journal of Organizational behavior, 22,517-536.
Staw, B.M. (1977). Two side of commitment. Paper presented at the National Academy of Management, 22, 46-56.
Steers, R. M., and Porter, L. W.(1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
Steers, R. M.(1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22, 46-56.
Stephen P. Robbins (1993), 〝Organizational Behavior.〞 New Jersey: Prentice-Hall, Inc. pp. 600-622.
Stevens et al. (1978), “Assessing Personal, Role, and Organizational Predictors of Managerial Commitment”, Academy of Management Journal, 21(3), p.382.
Turnley, W. H. and Feldman, D. C. (2000). Re-examining the effects of psychological contract violations: Unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behav-ior, 21(1), 25-42.
Parsons, T. (1951), The Social System, NY: Free press.
Patchen, M. (1970). Participation, achievement, and involvement on the job. Englewood Cliffs, NJ: Prentice-Hall.
Pearce, J.L.(1976). “Conditions under which Employee Responds Positively to Enriched Work,” Journal of Applied Psychology, 61, pp.395-403.
Pearce, J. L.,(1993).Toward an Organizational Behabior of Control Laborers.
Polivka,A.E.and Nardone,T.(1989). On the Definition of Contingent Work’. Monthly Labor Review,112:9-16.
Porter, L. W., Steers, R. M., Mowday, R. T. (1974). Organizational Commitment, Job Satisfaction, and Turnover Among Psy-chiatric Technicians. Journal of Applied Psycholog, 59(5), 603-609.
Peter CappelliandIbarra Hermina (2001), “Harvard Business Review on Finding and Keeping the Best People ”, pp. 51-87.
Treu, T. (1993), “Employment Protection and labor relations in Italy,” in Buechtemann, C. F. ed. Employment Security and Labor Market Behavior, pp. 385~395.
Turnley W. H., and Feldman, D. C., 1999, The Impact of Psycho-logical Contract Violations on Exit, Voice, Loyalty, and Neg-lect, Human Relations, 52(7), pp.895-922.
Turnley, W. H. and Feldman, D. C., 2000, Re-examining the Effects of Psychological Contract Violations: Unmet Expectations and Job Dissatisfaction as Mediators, Journal of Organizational Behavior, 21, pp.25-42.
Van Dyne,L., and(1998).Organuzational citizenship behavior of contingent workers in Singapore. Academy of Management Journal, 41:692-703.
C. von Hippel., Mangum, S. L., Greenberger, D. B., Heneman, R. L., and Skoglind, J. D. (1997). Temporary Employment: Can Organizations and Employees Both Win?. Academy of Management Executive, 11(1), 93-104.
Wan-Huggins, V, N.(1998).The development and longitudinal test of amodel of organizational identification. Journal of Applied Social Psychology, 28,724-749.
Wetzel, K., Soloshy, D.E., Gallagher, D.G. (1990), "The work attitudes of full-time and part-time registered nurses", Health Management Review, Vol. 15 No.3, 79-85.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔