跳到主要內容

臺灣博碩士論文加值系統

(3.231.230.177) 您好!臺灣時間:2021/07/28 16:27
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

: 
twitterline
研究生:洪書偉
研究生(外文):Shu, Weihung
論文名稱:工作福利對職場偏差行為關係之研究
論文名稱(外文):A Study Of Relationship Between EmployeeBenefits And Workplace Deviance Behavior
指導教授:毛筱艷毛筱艷引用關係
指導教授(外文):Mao, Hsiaoyen
口試委員:謝安田陳曉天毛筱艷
口試委員(外文):Hsieh, AntienChen, HsiaotienMao, Hsiaoyen
口試日期:2012-06-22
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際企業管理學系
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:79
中文關鍵詞:工作福利職場偏差行為心理契約
外文關鍵詞:employee benefitsworkplace deviance behaviorpsychological contract
相關次數:
  • 被引用被引用:0
  • 點閱點閱:277
  • 評分評分:
  • 下載下載:37
  • 收藏至我的研究室書目清單書目收藏:3
本研究問題是探討員工工作福利(employee benefits)與公司員工職場偏差行為(workplace deviance behavior)之關係,經由間接文獻之引用及邏輯之推理,發現兩者之關係有必要進一步釐清。
本研究是透過網路問卷以及紙本問卷的調查方式,請有正職工作的上班族們幫忙填寫。總共發出了350份問卷,請員工對該公司工作福利與職場偏差行為之看法,進行填答。總共回收329份問卷,去除無效問卷(沒填寫完成者)7份,總共有效問卷為322份,回收率為92%。
結果本研究發現,員工工作福利與職場偏差行為呈現負相關,也就是該公司提供之工作福利越佳,該員工的職場偏差行為發生率越低;並且在實證結果方面發現,在工作福利對於職場偏差行為之影響中,工作福利與心理契約呈正相關,心理契約與職場偏差行為呈負相關,也就是該員工之心理契約滿意度越高,該員工之職場偏差行為發生率越低。因此心理契約為工作福利與職場偏差行為中介變項。
最後,本研究依據實證結果提出實務建議與未來研究之建議
,以期對後續研究有所啟發,並提供管理意涵與建議以提供企業經營者作參考。


This study empirically examines the relationship between employee benefits and workplace deviance behavior. In addition, this paper speculates that task uncertainty, charismatic leadership and innovative organizational culture moderate the association between employee benefits and workplace deviance behavior as perceived by contact-customer employees.
The data is composed of service contact-employees and is collected by 350 questionnaires. Customer contact-employees were asked about their levels of employee benefits, workplace deviance behavior, and psychological Contract. Of all samples, many different service firms responded by returning at least one questionnaire from an employee (a total of 329 questionnaires); of these, seven employees were unusable because they were incomplete. Completed questionnaires were returned by 322 con-tact-employees (92% response rate).
Finally, the results indicate that employee benefits is negatively related to workplace deviance behavior. In addition, Employee benefits has a positive influence on psychological Contract, psychological Contract has negatively influence on workplace deviance. The mediating effects of psychological Contract towards the understanding of employee benefits and workplace deviance behavior. The theoretical: the paper can answer the research problem. The practical: Practical suggestions and future suggestions are also provided.


中文摘要...................... iii
英文摘要...................... iv
誌謝辭....................... v
內容目錄...................... vi
表目錄....................... viii
圖目錄....................... ix
  第一節  研究背景............... 1
  第二節  研究問題............... 3
第三節 研究目的............... 4
第二章  文獻探討................. 5
  第一節  工作福利............... 5
  第二節  心理契約............... 14
第三節 職場偏差行為............. 20
第三章  研究方法................. 27
  第一節  研究架構............... 27
  第二節  研究假設............... 28
第三節 樣本資料與蒐集............ 30
第四節 變數之操作型定義與衡量........ 30
第五節 資料處理與分析............ 35
第四章 研究結果與分析............... 37
第一節 問卷回收與統計............ 37
第二節 樣本基本資料分析........... 38
第三節 信度分析............... 40
第四節 相關係數分析............. 40
第五節 工作福利與職場偏差行為之關係..... 43
第六節 工作福利與心理契約之關係....... 44
第七節 心理契約與職場偏差行為之關係..... 45
第八節 心理契約之中介效果.......... 46
第五章 結論與建議................ 48
第一節 研究發現............... 48
第二節 研究討論............... 49
第三節 研究建議............... 52
第四節 研究限制............... 53
參考文獻  ................... 55
附錄   研究問卷................. 76
表目錄
表 2-1 工作福利定義整理............... 7
表 2-2 交易性契約與關係性契約之特徵比較....... 17
表 2-3 職場偏差行為定義整理............. 22
表 4-1 人口統計變相之次數分配表........... 38
表 4-2 各變數之Cronbach’s α值........... 40
表 4-3 研究變數之相關係數分析............ 42
表 4-4 員工之工作福利與職場偏差行為之層級迴歸分析.. 43
表 4-5 員工之工作福利與心理契約之層級迴歸分析 ... 44
表 4-6 員工之心理契約與職場偏差行為之層級迴歸分析.. 45
表 4-7 層級迴歸分析-工作福利與職場偏差行為..... 46
表 5-1 研究假設之實證結果.............. 48

圖目錄
圖 2-1 心理契約的形成過程.............. 15
圖 2-2 心理契約之誘因-貢獻交換關係......... 18
圖 2-3 職場偏差行為類型 .............. 23
圖 3-1 研究架構圖 ................. 27






一、中文部分
王怡心(2008, June 25),經營管理Q&A-以簡化應付日益複雜的環境,工商時報。

王瓊怡(2006),心理賦能、信任與職場偏差行為之研究,中國文化大學國際企業管理學系未出版之碩士論文。

王麗容(1993),企業福利的雙元性格和其組織性功能,勞工行政月刊,(82),3-13。

Makin, P., Cooper, C., & Cox, C. (2002),組織和心理契約(王新超譯),台北:五南出版社,(原文於2000年出版)。

吳怡靜(2010),10步驟搞定問題員工,天下雜誌,(461)。

吳瑞博(2010),主管不當監督、主管與部屬交換關係、員工犬儒主義與職場偏差行為關係之研究,中山大學人力資源管理學系未出版之碩士論文。

吳美連,林俊毅(1999),人力資源管理,台北:智勝文化。

李冠霆(2009),心理契約為反對職場偏差行為之影響:以心理資本為中介變項,國防大學管理學院資源管理及決策學系未出版之碩士論文。

李佳玲(2008),工作壓力對職場偏差行為的影響-以離職意願為中介變項,中國文化大學國際企業管理學系未出版之碩士論文。

沙克強(1998),人力規劃與盤點:如何降低人事成本,初版,台北:瑞霖企管顧問。

呂星蕙(2002),高科技產業新新人類福利知覺與績效之關聯性研究-以工作價值觀為干擾變項,靜宜大學企業管理學系未出版之碩士論文。

沈介文(2009),企業倫理:商業世界的道德省思,台北:雙葉書廊,18-19。

沈佩儒(2010),企業社會責任知覺、自我效能與員工心理契約關係之探討,交通大學經營管理學系未出版之碩士論文。

何曉菁(2010),知覺心理契約違反與職場偏差行為關聯性之研究-
以資訊尋找行為、信任修復為調節變項,國防管理學院資源管理與決策學系未出版之碩士論文。

余慶華(2001),消費金融從業人員之工作投入、工作滿足、薪酬福利與工作績效之相關研究-以高雄地區銀行為例,中山大學人力資源管理學系未出版之碩士論文。

林俊宏(2008),彈性福利制度對員工福利滿意度、工作投入和組織承諾的影響,中央大學人力資源管理學系未出版之碩士論文。

林幸娥(2001),企業福利、員工工作滿足與離職傾向之探討-以某報社為對象,中山大學人力資源管理學系未出版之碩士論文。

林佳蓉(2006),員工福利滿意對工作態度之影響-以知覺組織支持為中介變項,中央大學人力資源管理學系未出版之碩士論文。

林怡君(2010),家族企業前後任領導者風格一致性對員工心理契約違背與偏差行為之影響-以情緒調節為干擾變項,靜宜大學企業管理學系未出版之碩士論文。

林顯宗(1996),邁向21世紀的勞工福利政策-以日本為例,邁向  二十一世紀的勞工福利與就業安全研討會論文集,台北,行政院勞工委員會。

林長毅(2000),印刷業員工對薪資滿意制度及工作投入之研究,華崗印刷傳播學報,(31),97-103。

周孟君(2006),心理契約履行、信任與職場偏差行為之研究,中國
文化大學國際企業管理學系未出版之碩士論文。

徐志航(2008),倫理氣候認知對員工偏差行為影響之探討-以某國營事業為例,東華大學企業管理學系未出版之碩士論文。

徐育珠,黃仁德(1996),臺灣地區跨國公司企業福利制度之研究,行政院勞委會委託政治大學經濟研究所。

郭穎昌(1997),企業員工福利制度之經濟分析,勞工研究季刊,128,86-97。

郭侃婷(2011),工作鑲嵌對組織不當行為之影響:以公家機關和私人企業為干擾變數,真理大學企業管理學系未出版之碩士論文。

施教裕(1992),現代勞工福利制度之探討,勞資關係月刊,11(1),p. 9。

許道然(1995),論員工福利制度的規劃,空大行政學報,3(1),285-298 。

梁素君(2003),工作倦怠與職場偏差行為關係之研究,中國文化大學國際企業管理學系未出版之博士論文。

黃英忠(1998),現代人力資源管理,台北:華泰書局。

陳彥宇(2009),不當督導與員工偏差行為之關係:傳統性、權力跨距與知覺同事支持的調節效果,台灣科技大學企業管學系未出版之碩士論文。
陳心田(2003),雇用員工型態與員工流動:一個組織人口學的觀點,亞太經濟管理評論,6(2),59-82。

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。

陳惠芳(2008),在組織變革環境下賦權對組織承諾之影響研究-檢視內外控傾向與知覺心理契約違反之干擾效果,台大管理論叢,18(2),1-26。

孫宜君(2010),主管不當監督、員工心理抗性與職場偏差行為關係
之研究-以員工犬儒主義為中介變數,南台科技大學企業管理學系未出版之碩士論文。

曾詩穎(1999),員工之薪資福利滿意度對企業績效影響之研究-以在台美、日、中電子資訊業為例,文化大學企業管理學系未出版之碩士論文。

張雅惠(2009),不當對待、表層偽裝與職場偏差行為之間的關係-以員工的壓力容忍度為干擾變項,銘傳大學國際企業學系未出版之碩士論文。

張高嫚(2009),幸福感、敬業貢獻度與職場偏差行為間之關係-以自我監控為干擾變項,彰化師範大學人力資源管理學系未出版之碩士論文。

湛瑄宇(2000),員工薪資滿足之前因後果之研究,中原大學企業管理學系未出版之碩士論文。

曹羽男(2006),組織情境認知.個人道德標準與員工偏差行為之關係,臺灣科技大學企業管理學系未出版之碩士論文。

曹國雄(1998),個人特徵、工作特徵和個人知覺及其相關因素對薪資滿足的影響,中原學報,26(4),9-20。

楊文野(2006),心理契約違反與職場偏差行為對組織績效影響之探討,中興大學企業管理學系未出版之碩士論文。

萬榮水(2002),從勞雇關係屬性的改變論我國公務人員管理機能的調整,交通大學經營管理學系未出版之博士論文。

詹火生(1992),主要工業國家勞工福利之研究,勞工行政委託研究叢書,Vols. 11,台北:行政院勞委會。

蔡宏昭(1992),企業福利的原則性探討,社會建設雜誌,(66),41-44。

樊景立(1978),紡織廠女作業員離職行為之研究,政治大學企業管理學系未出版之碩士論文。

劉盈均(2009),員工負向情感特質對職場偏差行為之影響:以倫理 氣候為干擾變數,台北科技大學商業自動化與管理學系未出版之碩士論文。
鄭清揚(2004),組織公平、工作滿意與職場偏差行為關係之研究,中國文化大學國際企業管理學系未出版之碩士論文。

賴育廷(2005),心理契約違反與職場偏差行為、離職意圖之探討:以員工傳統性、知覺處罰可能性、知覺同事支持為調節變項,中原大學心理學系未出版之碩士論文。

謝安田(1999),人力資源管理,台北:著者發行。

蘇浤毅(2008),職場友誼對職場偏差行為的影響-以工作滿意為中介變項,臺中技術學院事業經營學系未出版之碩士論文。

鐘明泉,郭俊杰(2009),員工福利與退休金規劃,台北:宏典文化。

二、英文部分

Ashton, M. C., & Lee, K. (2008). The prediction of honesty humility
related criteria by the HEXACO and five-factor models of per-sonality. Journal of Research in Personality, 42(1), 1216-1228.

Argyris, C. P. (1960). Understanding organizational behavior. Home-
wood:Dorsey Press, 22-26.

Aquino, K., Lewis M. U., & Bradfield, M. (1999). Justice constructs, negative affectivity, and employee deviance: A proposed model and empirical test. Journal of Organizational Behavior, 20(1), 1073-1091.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator varia-ble distinction in social psychological research: Conceptual, strategic, and statistical consideration. Journal of Person-ality and Social Psychology, 51(6), 1173-1182.

Baron, R. A., & Neuman, J. H. (1996). Workplace violence and work-place aggression: Evidence on their relative frequency and po-tential causes. Aggressive Behavior, 17(3), 161-173.

Baron, R. A. & Neuman, J. H. (1998). Workplace violence and work-place aggression: evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24(3), 391-419.




Bereman, N. A. (1994). A concept framwork for the study of employ-
ment benefits. Human Resource Management Review, 4(1), 11-12

Blau, P. M. (1964). Exchange and power in social life. New York:John Wiley & Sons.

Bolin, A., & Heatherly, L. (2001). Predictor of employee deviance: The relationship between bad attitude and bad behavior. Journal of Business and Psychology, 15(3), 405-418.

Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psy-chological contract breach and workplace deviance. Journal of Applied Psychology, 93(5), 1104-1117.

Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in or-
ganizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(1), 278-321.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Poter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(1), 425-445.

Casper, W. J., & Harris, C. M. (2008). Work-life benefits and organi-zational attachment: Self-interest utility and signaling theory modles. Journal of Vocational Behavior, 72(1), 95-109.

Coyle-Shapiro, J. A. M. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational behavior, 23(8), 927-946

Coyle-Shapiro, J. A. M., & Conway, N. (2005). Exchange relation-ships: Examining psychological contracts and perceived organizational support. Journal of Applied Psychology, 90(4), 774-781.


Cullen, M. J., & Sackett, P. R. (2003). Personality and counterproductive workplace behavior. In Barrick, M. R. & Ryan, A. M. (Eds.). Personality and work, 150-182. San Francisco: Jossey-Bass.

Costas, J., & Fleming, P. (2009). Beyond disidentification: A discur-sive approach to self-alienation in contemporary organizations. Human Relations, 62(3), 353-378.

Decenzo, D. A. (1990). Employee benefit, Upper Saddle River, New Jersey: Prentice Hall, Inc.

Dulebohn, J. H., Molloy, J. C., Pichler, S. M., & Murray, B. (2009) Employee benefits: Literature review and emerging issues. Hu-man Resource Management Review, 19(2), 86-103.

Dessler, G. (1996). Human resource management (7th ed.). New Jer-sey: Prentice-Hall.

Davis, K. & Newstrom, J. W. (1989). Human behavior at work. Or-ganizational Behavior, 8(1), 25-34.

Dukerich, J. M., Kramer, R., & Parks, J. M. (1998). The dark side of organizational identification. In Whetten, D. A., & Godfrey, P. C. (Eds.). Identity in organizations: Building theory through conversations, 245-256, London: Sage Publication.

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986) Perceived organizational support. Journal of Applied Psycholo-gy, 71(3), 500-507.

Fippo, E. B. (1984). Personnel Management, (6th ed.). New York: McGraw-Hill, p. 334.

Greenberg, J. & Giacalone, R. A. (1997). Antisocial behavior in or-ganizations, California: Sage.

Graen & Uhl-Bien M. (1995). Relationship-based approach 10 lead-ership: Developement of leader-member exchange theory of leadership over 25 years: Applying a mlllti-level mllltidomain perspective, Leadership Quarterly, 6(2), 219-247.

Harjinder G., & John P. M. (2009). Affective and continuance com-mitment and their relations with deviant workplace behaviors in Korea , Springer Science +Business Media, LLC

Henderson, J. (1985). A conceptual framework for the study of em-ployee benefits. Human Resource Management Review, 4(2), 101-115.

Homans, G. C. (1958). Social behavior: Its elementary forms. New York: Harcourt, Brace, & World.

Harper, D. C., (1990). Spotlight abuse save profits, Industrial Distri-bution, 79(10), 47-51.

Hutchison, S., & Garstka, M. L. (1996). Sources of perceived organi-zational support: Goal setting and feedback. Journal of Applied Social Psychology, 26(1), 1351-1366.

Henle, C. A. (2005). Predicting workplace deviance from the interac-tion between organizational justice and personality. Journal of Management Issues, 17(2), 247-263.

Jaworski, B. J., & Young, S. M. (1992). Dysfunctional behavior and management control: An empirical study of marketing manag-ers. Accounting Organizations and Society, 17(1), 17-35.

Kaplan, H. B. (1975). Self-attitudes and deviant behavior. Pacific Palisades, California: Goodyear.

Knudsen, H. K., Roman, P. M., & Johnson, J. A. (2004). The man-agement of workplace deviance: Organizational responses to employee drug use. Journal of Drug Issues. Tallahassee, 34(1), 121-144.

Kleiman, L. S. (2000). Human resource management: A managerial tool for competitive advantage (2nd ed.). South-Western Col-lege Pub.

Kickul, J. R., Neuman, G., Parker, C., & Finkl, L. (2002). Settling the score: The role of organizational justice in the relationship be-tween psychological contract breach and anticitizenship behav-ior. Employee responsibilities and rights journal, 13(1), 77-93.

Keith, D., & Newstrom, J. W. (1997). Organiaztional behavior: Hu-man Behavior at Work. New York: Wiley.

Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behavior and so-cial exchange. The Academy of Management Journal, 37(3), 656-669.

Lengnick-Hall, Mark L. & Berman. (1994). A conceptual framwork for the study of employee benefits. Human Resource Manage-ment Review, 4(1), 109.

LePine, J. A., Erez, A., & Johnson, D. E. (2002). The nature and di-mensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 87(1), 52-65.

Lawler, E. (1971). Pay and organization effectveness: A psycholog-ical view, New York: McGraw-Hill.

Lawler, E., & Porter, L.W. (1963). Perception regarding management compensation. Industrial Relations, 3(1), 41-49.

Lester, S. W., Turnley, W. H., Bloodgood, J. M., & Bolino, M. C. (2002)
Not seeing eye to eye: Difference in supervisor and subordidi-nate perceptions of attributions for psychological contract breach. Journal of Organizational Behavior, 23(1), 39-56.

Lester, S. W., Claire, E., & Kickul, J. (2001). Psychological contracts in the 21st century: What employees value most and how well organizations are responding to these expectations. Human Re-source Planning, 24(1), 10-21.

Lehman, W. E. K., & Simpson, D. D. (1992). Employee substance use and on-the-job behavior. Journal of Applied Psychology, 77(1), 309-321.

Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131-142.

Lawler, E. E. & O’Gara, P. W. (1967). Effects of inequity produced by underpayment on work output, work quality, and attitudes toward the work. Journal of Applied Psychology, 51(5), 403-410.

Martinko, M. J., Gundlach, M. J., & Douglas, S. C. (2002). Toward an integrative theory of counterproductive workplace behavior: A causal reasoning perspective. International Journal of Selection and Assessment, 10(1/2), 36-49.

Mangione, T. W., & Quinn, R. P. (1975). Job satisfaction, counterpro-ductive behavior, and drug use at work. Journal of Applied Psy-chology, 60(1), 114-116.

Milkovich, G. T., & Newman, J. M. (2005). Compensation (8th ed.).
Boston: McGraw Hill Irwin.

Macneil, I. R. (1985). Relational contract: What we do and do not know. Wisconsin Law Review, 10(1), 483-525.

Murphy, K. R. (1993). Honesty in the workplace, belmont, California: Brooks/Cole.

Moorhead, G., & Griffin, R. W. (1998). Organizational behavior: Managing people and organization (8th ed.). New York: Hough-ton Mifflin.

Moberg, D. (1997). On employee vice. Business Ethics Quarterly, 7(1), 41-60.

Moorison, E. W., & Robinson, S. L. (1997). When employees feel be-trayed: A model of how psychological contract violation devel-ops. Academy of Management Review, 22(1), 226-256.

Newman, J. (1990). Compensation. (3rd ed.). Boston: BPI Irwin Ho- mewood.

Northcraft, G. B. & Neale, M. A. (1994). Organizational Behavior a Management Challenge (2nd ed.). The Dryden Press.

O’Leary-Kelly, A. M., Griffin, R. W., & Glew, D. J. (1996). Organiza-tion-motivated aggression: A research framework. Academy of Management Review, 21(1), 225-253.

Organ, D. W. (1990) The motivational basis of organizational citizen-ship behavior, In Cummings, L. L., & Staw, B. M. (Eds.). Re-search in Organizational Behavior, 12(2), 43-72.

Peterson, D. K. (2002). Deviant workplace behavior and the organiza-tion’s ethical climate. Journal of Business and Psychology, 17(1), 47-61.

Puffer, S. M. (1987). Prosocial behavior, noncompliant behavior, and work performance among commission salespeople. Journal of Applied Psychology, 72(1), 615-621.

Raymond, A. N., John, R. H., Barry, G. & Patrick, M. W. (2005). Fundamentals of human resource management, Mc Graw Hill.

Ramaswami, S. N. (1996). Marketing controls and dysfunctional em-ployee behaviors: A test of tradition and contingency theory postulates. Journal of Marketing, 60(2), 105-120.

Rioux, P., Roberge, M. E., Brunet, L., Savoie, A., & Courcy, F. (2005). Classification des comportements antisociaux au travail: Eta-blissement dune nouvelle classification. Interactions, 9(1), 63-88.

Robbins, S. P. (2001). Organizational behavior (9th ed.). New Jersey: Prentice-Hall.

Robinson, S. L. (1996). Trust and breach of the psychological con-tracts. Administrative Science Quarterly, 42(1), 574-599.

Robinson, S. L., & Rousseau, D. M. (1994). Violating the psycholog-ical contract : Not the exception but the norm. Journal of Or-ganizational Behavior, 15(1), 245-259.

Robinson, S. L., & Benntt, R. J. (1995). A typology of deviant work-place behaviors: A multidimensional. Academy of Management Journal, 38(2), 555-573.

Robinson, S. L., & Bennett, R. J. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349.

Robinson, S. L., & Thomas, B. L. (2007). Ain’t misbehaving: Work-place deviance as organizational resistance. Journal of Man-agement, 33(3), 378-394.

Rosenbloom, J. & Hallman, G. V. (1991). Employee benefit planning. New Jersey: Prentice Hall.

Rousseau, D. M. (2004). New hire perceptions of their own and their employer's obligations: A study of psychological contracts. Journal of Organizational Behavior, 11(5), 389-400.

Rousseau, D. M. (1995). Contract making, psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks: Sage Publications.

Rousseau, D. M., & Parks, J. M. (1993). The contracts of individuals and organizations. Research in Organizational Behavior, 15(1), 1- 43.

Robinson, S. L., & Morrison, E. W. (1995). Psychological contract and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16(1), 289-298.

Roscoe, J. T. (1975). Fundamental research statistics for the behavioral sciences. New York: Holt, Rinehart and Winston.

Robinson, S. L. (1996). Trust and breach of the psychological con-tracts. Administrative Science Quarterly, 41(1), 547-599.

Schalk, R., & Freese, C. (1997). New facets of commitment in re-sponse to organizational change: Research trends and the dutch experience. Journal of Organizational Behavior, 4(1), 107-123.

Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637-643.

Shore, L. M. (1998). Examining degree of balance and level of obligation in the employment relationship: A social exchange approach, Journal of Organizational Behavior, 19(1), 731-744.

Shih, C. T. & Chen, S. J. (2011). The social dilemma perspective on psychological contract fulfillment and organizational citizen-ship behavior. Management and Organization Review, 7(1), 125-151.

Schriesheim, C. A., Castro, S. L. & Cogliser, C. C. (1999). Leader-member exchange (LMX) research: A comprehensive review of theory, Measurement and Data-analytic Practices. Leadership Quarterly, 10(1), 63-11.

Suazo, M. M., Turnley, W. H., & Mai-Dalton, R. R. (2008). Charac-teristics of the supervisor-subordinate relationship as predictors of psychological contract breach. Journal of Managerial Issues, 20(3), 295-312.

Seashore, S. E., & Taber T. D. (1975). Job-satisfaction indicators and their correlates. American Behavioral Scientist, 18(1), 333-368.

Spector, P. E. & Fox, S. (2002). An emotion-centered model of volun-tary work behavior: Someparallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269-292.

Sekaran, U. (2000). Research methods for business: A skill-building approach, John Wiley & Sons, Inc.

Schuler, R. S. (1997). Managing human resource (5th ed.). Ohio: South-Western Publishing Co.

Schein, E. H. (1980). Organizational psychology, New Jersey: Pren-tice-Hall.

Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82(1), 416-425.

Thibaut, J. W., & Kelly, H. H. (1978). A model of distributor firm and manufacturer firm working partnerships. Journal of Marketing, 54(1), 71.

Thomas, A. O., & Stephanie, E. H. (2011). Explaining workplace de-viance behavior with more than just the “big five” Personality and Individual Differences, 50(1), 268-273.

Thomas, D. C., Au, K., & Ravlin, E. C. (2003). Culture variation and the psychological contract. Journal of Organizational Behavior, 24(5), 451-471.

Turnley, W. H., & Feldman, D. C. (1999). A discrepancy model of psychological contract violations. Human Resource Manage-ment Review, 9(3), 367-386.

Turnley, W. H., & Feldman, D. C. (2000). Re-examining the effects of psychological contract violations: Unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behavior, 21(1), 25-42.

Vardi, Y., & Wiener, Y. (1996). Misbehavior in organizations: A moti-vational framework. Organization science, 7(2), 151-165.

Vardi, Y. (2001). The effects of organizational and ethical climates on
misconduct at work. Journal of Business Ethics, 29(4), 325.

Williams, M. L. (1995). Antecedents of employee benefit level satis-faction: A test of a model. Journal of Management, 21(6), 1097-1128.


QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top