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研究生:謝舜安
研究生(外文):Shun-An Hsieh
論文名稱:人格特質、心理契約、組織承諾與離職傾向之相關性研究
論文名稱(外文):The study of relations among personality, psychological contract, organizational commitment and turnover intention
指導教授:張文菁張文菁引用關係
指導教授(外文):Wun-Jung Chang
學位類別:碩士
校院名稱:靜宜大學
系所名稱: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:2007/04/
畢業學年度:95
語文別:中文
論文頁數:66
中文關鍵詞:內外控人格特質心理契約組織承諾離職意願
外文關鍵詞:PersonalityPsychological contractOrganizational commitmentTurnover intention
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本研究的目的主要在於有二,第一點是在全球化競爭的情況下,了解銀行業從業人員在人格特質、心理契約、組織承諾對於離職意願的影響;第二點是運用新的心理契約衡量方式,獲取不同的心理契約結果,並探討這樣的結果對於組織承諾與離職意願的影響。本研究以人格特質、心理契約、組織承諾、離職傾向的理論為基本架構,進行本研究,衡量對象是台中地區的銀行從業人員,以便利抽樣的方式發放問卷,樣本獲取數為122位台中地區銀行從業人員。
根據研究的結果顯示:
一、組織承諾對於離職意願則具有顯著的負向影響。
二、心理契約對於組織承諾具有顯著的正向影響。
三、心理契約沒有透過組織承諾對離職意願產生顯著影響。
四、內控型人格特質對於心理契約有著顯著的反向影響。
There are two purposes on research. The first is to understand what bank workers’ personality, psychological contract, organizational commitment affects turnover intention in global competition. The second is to measure psychological contract in a different way and discuss what psychological contract affects organizational commitment and turnover intention. The subject is the bank workers in Taichung. Using convenient sample to collect data from bank workers in Taichung and get finally 122 receipts.
The results show as follows:
1. Organizational commitment negatively affects on turnover
intention.
2. Psychological contract positively affects on
organizational commitment.
3. Psychological contract has no influence on turnover
intention through organizational commitment.
4. Internal control personality negatively affects
psychological contract.
目錄

謝誌……………………………………………………………………………… I
摘要…………………………………………………………………………… III
Abstract…………………………………………………………………………IV
目錄………………………………………………………………………………VI
表 目錄………………………………………………………………… ……VIII
圖 目錄………………………………………………………………………… IX
第一章 緒論………………………………………………………………………1
第一節研究動機…………………………………………………………… 1
第二節研究目的與問題…………………………………………………… 4
第三節研究流程…………………………………………………………… 5
第二章 文獻回顧…………………………………………………………………6
第一節離職傾向…………………………………………………………… 6
第二節組織承諾……………………………………………………………11
第三節心理契約……………………………………………………………15
第四節內外控人格特質……………………………………………………22
第三章 研究方法……………………………………………………………… 28
第一節研究架構……………………………………………………………28
第二節研究對象……………………………………………………………29
第三節變數定義……………………………………………………………31
第四節研究工具……………………………………………………………33
第五節分析方法……………………………………………………………37
第四章 研究分析與討論……………………………………………………… 38
第一節相關分析………………………………………………………… 38
第二節迴歸分析………………………………………………………… 41
第五章 討論與建議……………………………………………………………47
第一節結論……………………………………………………………… 47
第二節理論與實務意函………………………………………………… 50
第三節研究限制與未來研究建議……………………………………… 52
參考文獻……………………………………………………………………… 53
附錄一………………………………………………………………………… 60
ㄧ、中文參考書目

范成榮(1996),領導型態、員工內外控取向對組織承諾之關係研究,私立淡江大學管理科學研究所碩士論文。
詹益統(1996),個人屬性、人格特質與內滋激勵與外附激勵關聯性之研究-
以交通部數據通訊所員工為例,國立交通大學管理科學研究所碩士論文。
劉怡媛(1988),科技研究人員之事業前程策略,政治大學企研所碩士論文。
鄭芬蘭(1995),『五大因素模式』的特質人格理論,初等教育學報,3,205-227。

二、英文參考書目

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Judge, Timothy, A. & Joyce, E. B.(2001), Relationship of Core Self-Evaluation Self-Esteem, Generalized Self-Efficacy, Locus of Control, & Emotional Stability--with Job Satisfaction & Job Performance: A Meta- Analysis. Journal of Applied Psychology, 86(1), 80-92.
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management & Mental Health. Cambridge, MA: Harvard University Press.
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Psychology, 22, 426-435
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Morrison, R.(2004). Informal relationships in the workplace: associations with job satisfaction, organizational commitment & turnover intentions. New Zeal & journal of psychology, 33(3), 114-128.
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Organizational Commitment, Job Satisfaction, & Turnover among
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breach & Violation:A Longitudinal Study. Journal of Organizational Behavior, 21, 525~546。
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Robinson, S. L., & Rousseau, D. M.(1994). Violating the psychological
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三、網站資料

http://www.europarl.europa.eu/ 歐盟官方網站。
http://www.fscey.gov.tw/ 行政院金融監督管理委員會網站
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