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研究生:林佳錦
研究生(外文):Jia-Jin Lin
論文名稱:社會賦閒與團隊成員交換關係對心理契約滿足的影響:任務互依性與組織公平的調節效果
論文名稱(外文):The Effect of Team -Member Exchange and Social Loafing on Psychological Contract Fulfillment: The Moderating Effect of task interdependence and Organizational Justice
指導教授:施智婷施智婷引用關係
指導教授(外文):Chih-Ting Shih
學位類別:碩士
校院名稱:國立屏東商業技術學院
系所名稱:經營管理研究所
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:2011
畢業學年度:99
語文別:中文
論文頁數:85
中文關鍵詞:組織公平資源保存理論任務互依性社會賦閒團隊成員交換關係心理契約滿足
外文關鍵詞:Conservations of Resources TheoryOrganizational JusticeTask InterdependenceSocial LoafingTeam-Member ExchangePsychological Contract Fulfillment
相關次數:
  • 被引用被引用:5
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本研究應用資源保存理論之觀點,來加以闡明工作環境對員工的心理歷程之影響關係與調節效果的部份,首先,將員工在工作中的資源,存在著社會賦閒和團隊成員交換關係,分別對員工心理契約滿足的認知程度,產生正、負兩方面之影響外,進而將工作環境資源的任務互依性與組織公平之差異特性,視為影響社會賦閒、團隊成員交換關係與心理契約滿足認知的調節效果。
本研究係以國內之金融從業人員作為本研究對象,因此,委由熟識從事相關金融體系之主管和員工,代為分發及搜集問卷的調查方式進行,並選擇保險業、證劵業與銀行業等之中、南部各分行的方式進行調查,共寄發450份問卷,而回收有效問卷379份,進一步透過 SPSS for Windows 12.0 統計軟體進行實證分析,研究結果發現:當團隊成員交換關係品質高時,便會增加員工的心理契約滿足認知;當員工的社會賦閒認知越強,便會降低員工的心理契約滿足認知;當員工間存在著任務互依性高時,社會賦閒對心理契約滿足之負相關便會減緩,而其對團隊成員交換關係與心理契約滿足的關係未具有調節效果,以及組織公平分別對社會賦閒和團隊成員交換關係與心理契約滿足認知的關係,皆未具有調節的效果。
本研究瞭解到每位員工的心理契約都是獨一無二的,而範圍也涵蓋著相當廣泛影響的因素,從大的整體社會價值觀到個人傾向皆會影響到員工的心理契約下,推論在每個組織的員工接受到同樣組織的誘因條件時,會在不同的員工個體內產生不同的違背或實踐之程度,並透過資源保存理論的概念瞭解團隊成員交換關係、社會賦閒之現象、任務互依性與組織公平的關聯性外,同時,更清楚的認識在每個組織工作環境資源之提供,對員工心理契約滿足的正向影響關係,包括改善員工之態度與行為等。
The present research examines whether the organization provides working surrounding incentives to determine employees perceptions of psychological contract fulfillment. Adopting team-member exchange theory, social loafing, task interdependence, organization justice and conservations of resources theory, we proposed that employees’ resources of working surroundings determine staff diferrent impacts of psychological contract fulfillment and adjustment effects. The result gains from the sample of 379 employees in Taiwan’s finance industry found that the more team-member exchange relationship with companions, the more psychological contract cognitive of access to employees’ needs would gain, relatively, there are stronger the perception of socialloafing, the staff will reduce psychological contract cognitive.Also, when campanions work in high characteristics of task interdependence, the social loafing mitigate negative correlation on the psychological contract cognitive. The study advance pysholocial contract theory by confirm working surrounding resources as important incentives to determine the staff perception of obligation fulfilled by organization.
中文摘要 I
Abstract II
致謝 III
目錄 IV
表目錄 V
圖目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究範圍 3
第四節 研究流程 4
第二章 文獻與假說之探討 5
第一節 心理契約 5
第二節 資源保存理論 16
第三節 團隊-成員交換關係 21
第四節 社會賦閒 25
第五節 任務互依性 30
第六節 組織公平 35
第七節 各變項之相關研究結果探討 40
第八節 研究架構 46
第參章 研究方法 47
第一節 研究對象與設計 47
第二節 研究對象之基本資料分析 49
第三節 研究變項之操作性定義與衡量 50
第四節 資料分析法 55
第肆章 研究結果與分析 56
第一節 描述性統計與相關係數分析 56
第二節 迴歸分析 60
第伍章 結論與建議 69
第一節 研究結論 69
第二節 研究限制與建議 72
文獻探討 75
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