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研究生:潘慕達
研究生(外文):Anisa Pramudita
論文名稱:The Consequences of Psychological Contract: The Moderating Effects of Job Stigmatization, Interactional Justice, and Supervisor Support
論文名稱(外文):The Consequences of Psychological Contract: The Moderating Effects of Job Stigmatization, Interactional Justice, and Supervisor Support
指導教授:吳萬益吳萬益引用關係
指導教授(外文):Wu Wann-Yih
學位類別:碩士
校院名稱:國立成功大學
系所名稱:國際管理碩士在職專班
論文種類:學術論文
畢業學年度:96
語文別:英文
論文頁數:122
外文關鍵詞:job stigmatizationorganizational commitmentOCBpsychological contractinteractional justicebehavioral outcomessupervisor support
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The growing literature on psychological contract has paid great attention to the antecedents and consequences to get favored behavioral outcomes. This study discusses the effects of psychological contract (relational and transactional contract) on organizational commitment (affective and normative commitment), organizational citizenship behavior (OCB – OCB Individuals and OCB Organization), and behavioral outcomes (intention to quit, job satisfaction, and job performance). Moreover, this study validates the effects of organizational commitment and OCB on behavioral outcomes. Differ from previous studies; this study also examines the moderating effects of job stigmatization, interactional justice, and supervisor support on the effects of psychological contract on dependent variables.
The developed hypotheses are tested on single leading oil company in Indonesia. There are 163 employees (permanent and temporary employees) who have joined this study. The results indicate that relational contract has positive significant effect on organizational commitment, OCB, job satisfaction, and job performance. While the employees’ intention to quit tend to decrease when the employees employs relational contract. Moreover, the use of transactional contract has opposite effect relative to relational contract.
In addition, this study shows that job stigmatization weaken the effect of relational contract and at the same time increase the influence of transactional contract. Moreover, when the employees perceive that they have been treated fairly from their colleagues and organization, the negative effect of transactional contract can be weakened and the positive effect of relational contract can be strengthened. Finally, managerial supports to the subordinates have generated similar effects. These results suggested that to promote the influence of psychological contract on behavioral outcomes, job stigmatization, . interactional justice and supervisor support are three of the key issues that can accelerate or decelerate the above relationships.
ACKNOWLEDGEMENT IV
ABSTRACT IIV
TABLE OF CONTENTS IV
LIST OF TABLES VIII
LIST OF FIGURE X
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation 1
1.2 Research Objectives 5
1.3 Research Procedure 6
1.4 The Structure of this Study 7
CHAPTER TWO LITERATURE REVIEW 9
2.1 Definition of Research Constructs 9
2.1.1 Psychological Contract 9
2.1.2 Organizational Commitment 11
2.1.3 Organizational Citizenship Behavior (OCB) 12
2.1.4 Job Stigmatization 14
2.1.5 Organizational Justice 15
2.1.6. Supervisor Support 16
2.1.7 Behavioral Outcomes 17
2.2 Hypotheses Development 19
2.2.1 The Effects of Psychological Contract 19
2.2.2 The Effects of Organizational Commitment 22
2.2.3 The Effects of Organizational Citizenship Behavior (OCB) 23
2.2.4 The Moderating Effects of Job Stigmatization 24
2.2.5 The Moderating Effects of Interactional Justice 24
2.2.6 The Moderating Effects of Supervisor Support 25
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 28
3.1 Research Model 28
3.2 Research Design 30
3.3 Participants and Sampling Plan 31
3.4 Measures of Independent Variables 31
3.4.1 Psychological Contract, 31
3.4.2 Organizational Commitment 32
3.4.3 Organizational Citizenship Behavior (OCB) 33
3.4.4 Job Stigmatization 34
3.4.5 Interactional Justice 35
3.4.6 Supervisor Support 35
3.5 Measures of Dependent Variables 36
3.5.1 Intention to Quit 36
3.5.2 Job Satisfaction. 36
3.5.3 Job Performance. 36
3.6 Data Analysis Procedures 36
3.6.1 Descriptive Statistic Analysis 37
3.6.2 Purification and Reliability of the Measurement Constructs 37
3.6.3 Interrelationship between Research Variables 37
CHAPTER FOUR DESCRIPTIVE ANALYSIS AND RELIABILITY TESTS 38
4.1 Descriptive Analysis 38
4.1.1 Response Rates 38
4.1.2 Characteristics of Respondents 40
4.1.3 Measurement Results for Relevant Research Variables 42
4.2 Factor Analysis 47
4.2.1 Psychological Contract 48
4.2.2 Organizational Commitment 49
4.2.3. Organizational Citizenship Behavior 51
4.2.4 Behavioral Outcomes 53
4.2.5 Job Stigmatization 54
4.2.6 Interactional Justice 55
4.2.7 Supervisor Support 55
CHAPTER FIVE RESEARCH ANALYSIS AND RESULTS 59
5.1 Linear Relationships among Research Variables 59
5.1.1. The Effects of Psychological Contract 60
5.1.2. The Effects of Organizational Commitment 63
5.1.3 The Effects of Organizational Citizenship Behavior (OCB) 66
5.2 The Moderating Effects 67
5.2.1 The Moderating Effects of Job Stigmatization 68
5.2.2. The Moderating Effects of Interactional Justice 72
5.2.3. The Moderating Effects of Supervisor Support 77
CHAPTER SIX CONCLUSIONS AND SUGGESTIONS 81
6.1 Conclusions 81
6.2 Managerial Implications 84
6.3 Future Research Directions 85
REFERENCES 86
APPENDIXES 95
Appendix-1: Questionnaire in English 96
Appendix-2: Questionnaire in Indonesian 103
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