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研究生:柯毅鑌
研究生(外文):Ke, Yipin
論文名稱:海運承攬運送業從業人員之主動性人格特質、心理契約違背與離職傾向之研究-以情緒智力為調節變項
論文名稱(外文):The Study on the Relationships among Proactive Personality, Psychological Contract Violation and Turnover Intention for Ocean Freight Forwarders: Emotional Intelligence as a Moderator
指導教授:黃良志黃良志引用關係林淑慧林淑慧引用關係
口試委員:黃良志林淑慧溫金豐馬財專
口試日期:2012-07-09
學位類別:碩士
校院名稱:國立中正大學
系所名稱:勞工關係學系暨研究所
學門:社會及行為科學學門
學類:綜合社會及行為科學學類
論文種類:學術論文
論文出版年:2012
畢業學年度:100
語文別:中文
論文頁數:112
中文關鍵詞:海運承攬運送業主動性人格特質心理契約違背離職傾向情緒智力
外文關鍵詞:Ocean Freight ForwardersProactive PersonalityPsychological Contract ViolationTurnover IntentionEmotional Intelligence
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臺灣國際貿易的運輸方式,主要以海洋運輸為主,而海洋運輸參與者衆多,海運承攬運送業為其中參與者之一,海運承攬運送業在從業人員在營運成本上,所佔的比例相當高,約在60-70%,但是海運承攬運送從業人員流動比率相當高,尤其是在基層勞動力的從業人員。

本研究試圖了解較傾向主動性人格特質之海運承攬運送業人員,對於和組織彼此無書面承諾的心理契約是否有產生心理契約違背,並了解心理契約違背是否會產生離職傾向或是離職,在此,也想瞭解海運承攬運送從業人員較傾向主動性人格特質的從業人員與離職傾向間,是否會受心理契約違背的中介效果;另外,此過程中個人的情緒智力是否對心理契約違背與離職傾向會產生調節效果。

本研究採滾雪球抽樣,總共回收252份有效問卷,藉由複迴歸分析後得出下列結果:
一、海運承攬運送從業人員之「主動人格特質」對「心理契約背」產生正向顯著影響。
二、海運承攬運送從業人員之「主動人格特質」對「離職傾向」未產生影響。
三、海運承攬運送從業人員之「心理契約違背」對「離職傾向」產生顯著影響。
四、海運承攬運送業人員之「心理契約違背」對「主動性人格特質」與「離職傾向」不具中介效果。
五、海運承攬運送從業人員之「情緒智力」對「心理契約違背」與「離職傾向」不具調節效果。

經由實證研究發現,海運承攬運送從業人員較傾向主動性人格特質的人員,確實會檢視自己本身與雇主所訂定心理契約來審視是否有其違背,建議企業滿足核心人才心理契約之內容。海運承攬運送從業人員其心理契約違背,確實會造成離職傾向的影響,建議雇主能確實完成員工的心理契約內容,如提升工作條件或提高薪酬福利,以期盼能留住公司核心人才及降低離職比率。

Taiwan international trade mode of transport is mainly maritime transport; however ocean freight forwarders is which one of the number of maritime transport participants, the proportion of employees on operating costs about 60-70% is quite high, but the ocean freight forwarders' employees have high labour turnover rate, especially at the basic level of labor employees.

This study attempts to explore the relationships among proactive personality, psychological contract violation, turnover intention, and emotional intelligence of ocean freight forwarders. In addition, the mediated effect of psychological contract violation between proactive personality and turnover intention of ocean freight forwarders will be analyzed. Also, whether the emotional intelligence is the moderating variable between psychological contract violation and turnover intention will be tested.

This study used snowball sampling to collect data from ocean freight forwarders around Taiwan and a total of 252 valid questionnaires were collected. The suitable statistical methods, e.g., t-test, one-way ANOVA, multiple regression, etc., were conducted in this study. The results were as follows.

1. Proactive personality has positive effect on psychological contract violation.
2. Proactive personality has no effect on turnover intention.
3. Psychological contract violation has no effects on turnover intention.
4. Psychological contract violation doesn’t have mediated effect between proactive personality and turnover intention.
5. Emotional intelligence doesn’t have moderating effect between psychological contract violation and turnover intention.

Through the empirical study, proactive personality is the key of ocean freight forwarders to affect psychological contract of employees whether there is violated. Therefore, it’s to recommend enterprises to achieve the core staffs of the psychological contract between them. According to the results, the concrete suggestions will be provided for enterprises to take as a reference.

目錄 i
表目錄 ii
圖目錄 iii
第一章 緒論 1
第一節 研究背景和動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 海運承攬業介紹 6
第二節 主動性人格特質 9
第三節 心理契約違背 13
第四節 離職傾向 24
第五節 情緒智力 32
第六節 各研究變項之間的關係 42
第三章 研究方法 49
第一節 研究變項之操作性定義及衡量工具 49
第二節 研究對象與資料蒐集 55
第三節 資料分析方法 58
第四章 分析結果與討論 61
第一節 個人屬性在各研究變項上之差異性 61
第二節 個人屬性在各研究變項上之變異數分析 63
第三節 各研究變項之相關分析 71
第四節 各研究變項之迴歸分析 76
第五節 心理契約違背之中介效果分析 81
第六節 情緒智力之調節效果分析 82
第七節 研究假設驗證結果彙整 84
第五章 結論與建議 86
第一節 研究結論 86
第二節 研究建議 91
第三節 研究限制與未來研究方向 93
參考文獻 95
附錄 問卷 103


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Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A social capital theory of career success. Academy of Management Journal, 44(2): 219-237.
Spenser, L. M, & Spenser, S. M. (1993). Competence at work: Models for superior performance. New York: John Wiley & Sons.
Seashore, S. E., & Taber, T. D. (1975). Job satisfaction and their correlations. American Behavior Scientist, 18: 333-368.
Super, D. E. (1957). The psychology of career. New York: Addison-Wesley.
Sy, T., Tram, S., & O’Hara, L. A. (2006). Relation of employee and manager emotional intelligence to job satisfaction and performance. Journal of Vocational Behavior, 68(3): 461-473.
Thompson, J. A. (2005). Proactive personality and job performance: A social capital perspective. Journal of Applied Psychology, 90(5): 1011.
Turnley, W. H., & Feldman, D. C. (1999). A discrepancy model of psychological contract violations. Human Resource Management Review, 9(3): 367-386.
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三、網路資料
全國法規資料庫(2011)。航業法。網頁擷取時間,2011.09.30,http://law.moj.gov.tw/LawClass/LawAll.aspx?PCode=K0070001。
全國法規資料庫(2011)。海運承攬運送業管理規則。網頁擷取時間,2011.09.30,http://law.moj.gov.tw/LawClass/LawAll.aspx?PCode=K0070034。
世邦國際企業集團(2011)。核心業務。網頁擷取時間,2011.09.30,http://www.tvlgroups.com/ugC_Core.asp。
盛暉海運承攬股份有限公司(2011)。營運項目。網頁擷取時間,2011.09.30,http://www.protrans.com.tw/B_service.php。
超捷國際物流股份有限公司(2011)。服務內容。網頁擷取時間,2011.09.30,http://www.olc-group.com/。
萬達國際物流股份有限公司(2011)。核心業務。網頁擷取時間,2011.09.30,http://www.pandalog.com/。
鉅盛國際物流有限公司(2011)服務項目。網頁擷取時間,2011.09.30,http://www.everise.com.tw/。

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