本研究以經濟交換與社會交換理論為基礎，探討旅遊從業人員對心理契約違反與組織承諾的影響。
隨著社會的發達，個人意識的抬頭，組織無法只依靠經濟性的報酬激勵員工，人們追求更高層次的自我尊嚴、自我成長以及自我實現等心理層次的滿足。在經濟交換理論中，人們只考量當下的利益，是一種相對實際、利益導向的短期交易型態。在社會交換理論中，人們在彼此互惠交換下，更能維持長期的關係，公平成為雙方交易及心理滿足的基礎。
本研究結果發現旅遊從業人員與組織間的經濟交換關係，對心理契約與組織承諾呈現負相關，且呈顯著水準。但若旅遊從業人員與組織間的交換關係為社會交換關係，則對心理契約的違反與組織承諾呈現正相關，且呈顯著水準。希望提供業界在招募、訓練及管理做為參考依據。

In this study, the economic exchange and social exchange theory as a basis to discuss the impact of tourism professionals on psychological contract breach and organizational commitment.
With the development of society, the individual consciousness, the organization can not rely only on economic rewards to motivate staff, the quest for a higher level of self-dignity and self-growth and self-realization, and other psychological level of satisfaction. In economic exchange theory, people only consider the interests of the moment, is a relatively practical, short-term interest-oriented trading patterns. In social exchange theory, people exchanging reciprocal, the better to maintain long-term relationships, fair trading and become parties to meet the psychological foundation.
The results of this study found that the economic exchange relationship between tourism professionals and organizations, the psychological contract negatively correlated with organizational commitment, and there was a significant level. However, if the exchange relationship between tourism professionals and organizations for social exchange relationship, in violation of the psychological contract and organizational commitment are positively correlated, and there was a significant level.This research hopes to provide references for recruitment, training and management.

謝誌..I
摘要..II
Abstract..III
目錄..IV
表次..VI
圖次..VII
目錄
第一章 緒論1
第一節 研究背景與動機3
第二節 研究目的6
第三節 研究範圍與對象7
第四節 研究流程9
第二章 文獻回顧10
第一節 旅行業從業人員定義10
第二節 交換理論18
第三節 心理契約的違反23
第四節 影響心理契約違反的相關因素30
第五節 組織承諾34
第六節 研究變項之間的關係41
第三章 研究方法44
第一節 研究架構與研究假說44
第二節 研究變項的定義與衡量45
第三節 調查程序47
第四節 資料分析工具與方法48
第四章 實證研究結果49
第一節 樣本描述49
第二節 PLS測量模型之驗證57
第三節 結構模型之驗證62
第五章 結論與建議64
第一節 結論64
第二節 學術意涵67
第三節 實務義涵68
第四節 研究限制70
第五節 後續研究建議71
參考文獻72
中文部分72
英文部分74
附錄78
研究問券78
表次
表2-2 社會交換與經濟交換的四個差異22
表2-3 心理契約的發展與定義27
表2-5 組織承諾的定義彙整表36
表3-2 經濟交換與社會交換量表45
表3-2-1 心理契約違反與組織承諾量表46
表3-3 問券內容47
表4-1 受訪者基本資料表49
表4-2 本研究變數代號說明與反向處理結果51
表4-3 項目分析檢測-經濟交換構面53
表4-4 項目分析檢測-社會交換構面54
表4-5 項目分析檢測-心理契約構面55
表4-6 項目分析檢測-情感型組織承諾構面56
表4-7 本研究反映型指標測量模型顯著性檢驗表-初始檢驗58
表4-8 本研究反映型指標測量模型顯著性檢驗表-檢驗後59
表4-9 本研究測量模型效度整理60
表4-10 本研究構面Cross-loadings檢驗狀況61
表 4-11 結構模型路徑係數顯著性驗證63
表4-12 研究研究假設分析結果63
圖次
圖1-4 研究流程圖09
圖2-4 違背心理契約員工的反應33
圖2-5 Steers 之組織承諾前因與後果模式40
圖3-1 研究架構圖44
圖4-1:本研究PLS測量模型之驗證示意圖57
圖4-2：本研究結構模型路徑係數62

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