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研究生:張麗英 
研究生(外文):Li-Ying Chang
論文名稱:心理契約違反、組織公平知覺與組織公民行為關係之研究
論文名稱(外文):A study of Relationships among the Psychological Contract Breach, 0rganizational Justice and OrganizationalCitizenship Behavior
指導教授:洪世雄洪世雄引用關係蔡敦崇蔡敦崇引用關係
指導教授(外文):Shih-Hsiung HungTun-Chung Tsai
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:2009
畢業學年度:97
語文別:中文
論文頁數:142
中文關鍵詞:心理契約違反組織公平知覺組織公民行為
外文關鍵詞:A study of Relatonships among the psychological contract breachorganizational justiceorganizational citizenship behavior
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由於經濟衰退風潮席捲全球,環境變化無常,不僅企業本身受到影響,同時也影響到員工。員工警覺企業無法再提供穩定的工作環境,因此主動調整與組織間的關係;即經濟環境改變,在員工心理契約違反知覺下,可能影響到員工的組織公平知覺與組織公民行為。因此,這些變數間關係必須探討與釐清,以提升員工現時的正向行為反應。本研究採用便利抽樣調查方式,針對台灣中小企業員工為施測對象,共發出300份問卷,有效回收247份。本研究主要結論有以下三點:1.心理契約違反對組織公民行為有負向顯著影響;2.組織公平知覺對組織公民行為具正向顯著影響;3.心理契約違反對員工之組織公平知覺具有負向顯著影響;4.組織公平知覺對心理契約違反與組織公民行為具中介效果。最後,本研究結論提供實務應用管理及後續研究上之參考。
Under rapidly global economic crisis nowadays, it is the circumstance of business changes brings a huge impact to business itself but also to employees of the business. Employees aware that business will not give a stable work circumstance that made them an adjustment of relationship to their business. It is said that, under economic terms changing, employees cogitate their psychological contract breach might influence their perception on organizational justice and their citizenship behaviors of the organization. The relationships among psychological contract beach, organizational justice and or-ganizational citizenship behavior might be probe and clear up, that can promote a posi-tive react to employees faced the changing circumstance nowadays. The present study made employees’ psychological contract beach as the independent variable, employees’ organizational justice as the intervening variable and employees’ organizational citi-zenship behaviors as the dependent variable, therefore, to investigate the relationships among these variables mentioned above and their meanings. There were 300 copies of questionnaires been issued to the employees of small and medium business in Taiwan area, and 247 were effectively returned. The results showed: 1. psychological contract breach had a significant negative influence on employees’ organizational citizenship behavior ; 2. organizational justice had significant positive influence on employees’ or-ganizational citizenship behavior ; 3. psychological contract beach had a negative sig-nificant influence on employees’ organizational justice ; 4.employees organizational justice had an intervening effect on the relationship between psychological contract breach and organizational citizenship behavior. Finally, based on the findings of te pre-sent study, the meaning of theoretic and practical of the findings, limitation of study and future study been discussed also.
中文摘要 ii
英文摘要 iii
誌謝辭 iv
內容目錄 v
表目錄 vii
圖目錄 xi
第一章  緒論 1
第一節  研究背景與研究動機 1
第二節  研究問題與目的 3
第三節  研究範圍 6
第四節  研究流程 6
第二章  文獻探討 8
第一節  心理契約違反 8
第二節  組織公平知覺 17
第三節  組織公民行為 28
第四節  本研究各變項關係 35
第三章  研究方法 40
第一節  研究架構 40
第二節  研究假設 42
第三節  研究操作性定義與變項衡量 45
第四節  研究問卷設計 54
第五節  研究樣本及問卷發送 54
第六節  分析方法 55
第四章  資料分析與結果 57
第一節  基本資料分析 57
第二節  敍述性分析 60
第三節  效度與信度分析 61
第四節  相關分析 66
第五節  變異數分析 68
第六節  迴歸分析 76
第五章  結論與建議 113
第一節  結論 117
第二節  理論與實務涵義 120
第三節  研究限制 121
第四節  未來研究 119
參考文獻 123
附錄 研究問卷 139
表 2- 1 組織公平理論的分類架構與代表性理論 20
表 2- 2 組織公平構面分類整理 21
表 3- 1 心理契約違反量表 46
表 3- 2 組織公平覺量表 49
表 3- 3 組織公民行為量表 52
表 4- 1 有效樣本之個人基本資料分析 59
表 4- 2 敍述性統計分析 60
表 4- 3 心理契約違反效度與信度分析 62
表 4- 4 組織公平知覺效度與信度分析 63
表 4- 5 組織公民行為效度與信度分析 65
表 4- 6 各變項之相關分析 67
表 4- 7 不同性別對各變項構面之變異數分析 69
表 4- 8 不同年齡對各變項構面之變異數分析 70
表 4- 9 婚姻狀況對各變項構面之變異數分析 71
表 4- 10 不同教育程度對各變項構面之變異數分析 72
表 4- 11 不同工作年資對各變項構面之變異數分析 73
表 4- 12 不同薪資對各變項構面之變異數分析 74
表 4- 13 不同行業類別對各變項構面之變異數分析 75
表 4- 14 心理契約違反對組織公民行為迴歸分析 76
表 4- 15 訓練發展違反對組織公民行為迴歸分析 77
表 4- 16 職涯發展違反對組織公民行為迴歸分析 78
表 4- 17 薪資保障違反對組織公民行為迴歸分析 79
表 4- 18 心理契約違反及對組織公民行為層級迴歸分析 81
表 4- 19 組織公平知覺對組織公民行為迴歸分析 82
表 4- 20 分配公平對組織公民行為迴歸分析 83
表 4- 21 程序公平對組織公民行為迴歸分析 84
表 4- 22 互動公平對組織公民行為迴歸分析 85
表 4- 23 組織公平知覺對組織公民行為層級迴歸分析 86
表 4- 24 心理契約違反對組織公平知覺為迴歸分析 87
表 4- 25 訓練發展違反對組織公平知覺迴歸分析 88
表 4- 26 職涯發展違反對組織公平知覺迴歸分析 89
表 4- 27 薪資保障違反對組織公平知覺迴歸分析 90
表 4- 28 心理契約違反對組織公平知覺層級迴歸分析 91
表 4- 29 組織公平知覺在心理契約違反對組織公民行為
中介效果之迴歸分析 93
表 4- 30 分配公平在心理契約違反對組織公民行為中介
效果之迴歸分析 94
表 4- 31 程序公平在心理契約違反對組織公民行為中介
效果之迴歸分析 95
表 4- 32 互動公平在心理契約違反對組織公民行為中介
效果之迴歸分析 96
表 4- 33 組織公平知覺在心理契違約反對組織公民行為
中介效果之層級迴歸分析 97
表 4- 34 組織公平知覺在訓練發展違反對組織公民行為
中介效果之迴歸分析 98
表 4- 35 分配公平在訓練發展違反對組織公民行為中介
效果之迴歸分析 99
表 4- 36 程序公平在訓練發展違反對組織公民行為中介
效果之迴歸分析 100

表 4- 37 互動公平在訓練發展違反對組織公民行為中介
效果之迴歸分析 101
表 4- 38 組織公平知覺在訓練發展違反對組織公民行為
中介效果之層級迴歸分析 102
表 4- 39 組織公平知覺在職涯發展違反對組織公民行為
中介效果之迴歸分析 103
表 4- 40 分配公平在職涯發展違反對組織公民行為中介
效果之迴歸分析 104
表 4- 41 程序公平在職涯發展違反對組織公民行為中介
效果之迴歸分析 105
表 4- 42 互動公平在職涯發展違反對組織公民行為中介
效果之迴歸分析 106
表 4- 43 組織公平知覺在職涯發展違反對組織公民行為
中介效果之層級迴歸分析 107
表 4- 44 組織公平知覺在薪資保障違反對組織公民行為
中介效果之迴歸分析 108
表 4- 45 分配公平在薪資保障違反對組織公民行為中介
效果之迴歸分析 109
表 4- 46 程序公平在薪資保障違反對組織公民行為中介
效果之迴歸分析 110
表 4- 47 互動公平在薪資保障違反對組織公民行為中介
效果之迴歸分析 111
表 4- 48 組織公平知覺在薪資保障違反對組織公民行為
中介效果之層級迴歸分析 112
表 5- 1 心理契約違反對組織公民行為假設檢定結果 114
表 5- 2 組織公平知覺對組織公民行為假設檢定結果 115
表 5- 3 心理契約違反對組織公平知覺假設檢定結果 115
表 5- 4 組織公平知覺中介效果假設檢定結果 116
圖 1- 1 研究流程 7
圖 2- 1 建立個人心理契約模式 9
圖 2- 2 心理契約違反架構圖 12
圖 2- 3 心理契約的交換模式 13
圖 2- 4 心理契約破壞和員工行為建立之模型 15
圖 3- 1 研究架構圖 41
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郭松遠(2006)。組織公正、信任與服務導向組織公民行為之研究,中國文化大學國際企業管理研究所碩士論文,台北市。
陳伯照(2006)。「學校組織公平知覺與組織垂直衝突關係之研究-以內外控人格特質為干擾變項,碩士論文,國立台南大學教育經營與管理研究所。
陳進江(2004)。組織正義、信任與知識分享行為關係之研究-以 台灣高科技產業研發部門為例,碩士論文,真理大學管理科學研究所。
陳銘薰、方妙玲(2004)。心理契約違犯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。
陳黛琳(2008)。心理契約違反對職場偏差行為之影響-以工作倦怠為中介變項。

黃柏勳(2003)。教師組織公民行為的意涵及其成因分析,學校行政,27,63-88。
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。
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