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研究生:陳靜怡
研究生(外文):Ching-YiChen
論文名稱:員工組織關係、組織承諾和員工績效間關係之研究─以心理契約實現和組織認同為中介
論文名稱(外文):Employee-Organization Relationship, Organizational Commitment and Employee Performance: Psychological Contract Fulfillment and Organizational Identification as Mediators
指導教授:史習安史習安引用關係
指導教授(外文):Hsi-An Shih
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩博士班
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:2012
畢業學年度:100
語文別:中文
論文頁數:72
中文關鍵詞:員工組織關係心理契約實現組織認同
外文關鍵詞:employee-organization relationshippsychological contract fulfillmentorganizational identification
相關次數:
  • 被引用被引用:25
  • 點閱點閱:1389
  • 評分評分:
  • 下載下載:733
  • 收藏至我的研究室書目清單書目收藏:3
本研究目的為瞭解不同類型的員工組織關係對組織承諾、工作績效和組織公民行為的影響,是否會受到心理契約實現和組織認同的中介作用影響。本研究以台灣中小企業為主要研究對象,總計發放970份問卷,回收有效問卷429份,約占整體44.2%。本研究主要使用多變量分析和路徑分析驗證假設,實證結果如下:
(一) 相互投資對心理契約實現較過度投資員工組織關係之正向影響程度強。
(二) 相互投資對組織認同的正向影響程度較過度投資的員工組織關係強。
(三) 組織認同對組織承諾、工作績效和組織公民行為有顯著關係。
(四) 組織認同會部分中介相互和過度投資的員工組織關係對工作績效、組織承諾與組織公民行為間之影響。

The propose of this research is clarifies how employee-organization relationship (EORs) work. Specifically, we tested whether psychological contract fulfillment and organizational identification mediate how mutual-investment and over-investment EOR approaches. This study obtained data from 429 employees from Taiwan. We use MANOVA and path analysis as the research method to verify our hypothesis and corroborate prevailing views that organizational identification explains how mutual- and over-investment EORs motivate greater workforce commitment and performance. This study enriches EOR perspectives by organizational identification as another mediator that is more enduring than psychological contract fulfillment.
ABSTRACT II
誌謝 III
圖目錄 VI
表目錄 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 章節架構 3
第二章 文獻探討 5
第一節 員工組織關係 5
第二節 心理契約實現 7
第三節 組織認同 13
第三章 研究方法 19
第一節 研究架構 19
第二節 研究假設 20
第三節 研究變數 21
第四節 問卷設計 23
第五節 抽樣方法 29
第六節 資料分析方法 30
第四章 實證分析與結果 32
第一節 樣本基本分析 32
第二節 信度分析 36
第三節 因素分析 38
第四節 建構效度分析 39
第五節 整體模型及其配適度分析 44
第六節 多變量分析 45
第七節 路徑分析驗證假設 48
第八節 研究假說結果整理 53
第五章 結論與建議 54
第一節 研究結論 54
第二節 研究貢獻與限制 56
第三節 研究建議 57
參考文獻 60
附錄一 問卷A 70

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