跳到主要內容

臺灣博碩士論文加值系統

(44.222.189.51) 您好!臺灣時間:2024/05/20 13:53
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:廖柏豪
研究生(外文):Liao, Bo-Hao
論文名稱:地位認知落差、心理契約違反、組織公平與離職傾向關聯性之研究
論文名稱(外文):A Research of the Associations among Status Inconsistency, Psychological Contract Violation, Organization Justice and Turnover Intention.
指導教授:張志清張志清引用關係余坤東余坤東引用關係
指導教授(外文):Chang, Chih-ChingYe, Kung-Don
口試委員:劉仲矩
口試日期:2015-06-29
學位類別:碩士
校院名稱:國立臺灣海洋大學
系所名稱:航運管理學系
學門:運輸服務學門
學類:運輸管理學類
論文種類:學術論文
論文出版年:2015
畢業學年度:103
語文別:中文
論文頁數:49
中文關鍵詞:地位認知落差心理契約違反組織公平離職傾向
外文關鍵詞:status inconsistencypsychological contract violationorganization justiceturnover intention
相關次數:
  • 被引用被引用:21
  • 點閱點閱:772
  • 評分評分:
  • 下載下載:309
  • 收藏至我的研究室書目清單書目收藏:3
在這充滿不確定世代,了解員工離職傾向,是組織面臨重要課題及人力資源管理重點。本研究係以組織公平作為中介變項,探討地位認知落差、心理契約違反與離職傾向關聯性。以臺灣地區海運、服務及製造業從業人員為調查對象,透過問卷調查進行資料蒐集,計發放310份問卷,有效問卷回收289份;資料分析採用SPSS軟體進行敘述性統計、信度分析、相關分析與迴歸分析等方法進行檢驗。
主要實證結果如下:
一、地位認知落差對組織公平呈現負向顯著影響。
二、心理契約違反之組織獎賞、成長發展對分配公平呈現負向顯著影響,惟自主控制、組織津貼則未顯著。另外自主控制、組織獎賞、成長發展對程序公平呈現負向顯著影響,惟組織津貼則未顯著。
三、組織公平和離職傾向呈現負向顯著影響。
四、組織公平在地位認知落差與離職傾向間存在部份中介效果。
五、組織公平在心理契約違反與離職傾向間存在部份中介效果。

In an age of uncertainty, understanding employee turnover intention is the matter of great importance in organization and the focus of HR management. The aim of this research is to explore associations among status inconsistency, psychological contract violation, and turnover intention via organization justice as the mediator.
The employees in maritime, service, and manufacturing industries in Taiwan are invited to join this research. This study sampled 310 questionnaires and 289 copies are valid. The data was analyzed statistically with SPSS software, as well as descriptive statistics analysis, reliability analysis, correlation analysis, and regression analysis to verify the proposed hypothesis.
Major findings are as following:
1.Status inconsistency impacts organization justice negatively.
2.Organizational rewards and growth and development in psychological contract violation impact distributive justice negatively while both autonomy and control and organizational benefits have no significant impact. Moreover, autonomy and control, organizational rewards and growth and development impact procedural justice negatively while organization benefits have no significant impact.
3.Organization justice impacts turnover intention negatively.
4.Organization justice makes partial mediating effect between status inconsistency and turnover intention.
5.Organization justice makes partial mediating effect between psychological contract violation and turnover intention.

謝辭 I
摘要 II
Abstract III
目次 IV
表目次 VI
圖目次 VII
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 2
1.3 研究流程 2
第二章 文獻探討 4
2.1 地位認知落差之相關文獻探討 4
2.2 心理契約違反之相關文獻探討 6
2.3 組織公平之相關文獻探討 10
2.4 離職傾向之相關文獻探討 12
第三章 研究設計與方法 14
3.1 研究架構 14
3.2 研究變項之定義與衡量 14
3.3 研究假設 19
3.4 研究對象與抽樣方法 21
3.5 資料分析方法 21
第四章 資料分析與研究結果 23
4.1 信度分析 23
4.2 樣本結構 23
4.3 驗證結果與討論 25
第五章 結論與建議 37
5.1 結論 37
5.2 實務建議 38
5.3 研究限制 38
5.4 後續研究建議 39
參考文獻 40
附錄一 問卷調查表 47


一、中文部分
1.林瑜瑩、李學愚、謝俊旭 (2001),「中式餐飲從業人員留任因素滿意度與留任傾向關係之研究-以台南地區為例」,嘉南學報,第二十七卷,頁49-56。
2.周瑛琪、顏炘怡、 唐明順 (2005),「由社會交換理論探討組織公平對員工績效之影響-以中醫診所為例之探索性研究」,健康管理學刊,第三卷,第一期,頁19-34。
3.吳政達、湯家偉、羅清水 (2007),「心理契約、組織公平、組織信任與組織公民行為結構關係之驗證」,教育政策論壇,第十卷,第一期,頁133-159。
4.吳昭憲 (2011),「組織公平、組織承諾、工作滿意與離職傾向關係之研究-以服務業為例」,亞洲大學碩士論文。
5.周文賢 (2002),多變量統計分析SAS/STAT使用方法,台北:智勝文化。
6.洪福彬、吳錦碧、陳君遠 (2009),「台灣地區金控公司員工離職傾向之研究」,朝陽商管評論,第八卷,第一、二期,頁23-48。
7.秦夢群 (2006),教育行政-理論部分(5版),台北:五南書局。
8.高煌彥 (2014),「新進員工社會化與組織鑲嵌、離職意願之關聯探討—以臺灣海運業為例」,國立臺灣海洋大學碩士論文。
9.陳素春 (1988),「地位不一致與社會信仰之研究-以台北市中學生為例」,國立台灣大學碩士論文。
10.郭建志、蘇嫚,、張守中 (2014),「個人─組織的雇用關係:負向認同與職場偏差行為之研究」,中華心理學刊,第五十六卷,第一期,頁31-47。
11.陳銘薰、方妙玲 (2003),「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,第十一期,第二卷,頁1-32。
12.陳怡靜、陳詳衡 (2011),「工作滿足、組織承諾與離職傾向關係之研究」,數據分析,第六卷,第六期,頁23-42。
13.陳仙媚 (2013),「心理契約、組織承諾對護理人員離職意圖之影響-以雲林某區域教學醫院為例」,國立雲林科技大學碩士論文。
14.陳富美 (2012),「銀行理財專員之組織公平知覺與離職傾向之關係--以員工分紅滿意度為干擾效果」,大葉大學碩士論文。
15.覃瑞珍 (2014),「僱用狀態、地位認知落差對組織公平與組織公民行為影響研究–以基隆市公立幼兒園之教學人員為例」,國立臺灣海洋大學碩士論文。
16.張文馨 (2013),「角色衝突、主管部屬關係品質與離職傾向的關係探討-以海運承攬運送業為例」,國立臺灣海洋大學碩士論文。
17.楊明文 (2013),「組織公平、組織信任與離職傾向關係之研究-以北區國稅局為例」,中國科技大學碩士論文。
18.楊靖芳 (2011),「高雄市幼教老師對少子化壓力認知及其工作滿足、工作投入與離職傾向關係之研究」,樹德科技大學碩士論文。
19.楊能豐 (2005),「心理契約違反與工作績效關係之研究–以永豐餘造紙股份有限公司為例」,國立中山大學碩士論文。
20.蔡綺芬 (2003),「心理契約量表之建立」,國立中央大學碩士論文。
21.鄭燿男 (2002),「國中小教師的組織公民行為及其影響因素之研究-學校組織公民行為模型初構」,國立高雄師範大學博士論文。
22.鄭清揚 (2005),組織公平與職場偏差行為關係之研究,文大商管學報,第十卷,第一期,頁75-99。
23.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」,中原大學碩士論文。
24.劉慶洲、黃建榮 (2007),「台灣旅館業心理契約違反、組織信任與組織公民行為之關係.」,高應科大人文社會科學學報,第四卷,頁275-308。
25.鍾燕宜、陳景元、林瑞卿 (2008),「志願工作者心理契約違反對工作滿意及離職意向之研究─以義務『張老師』為例」,人力資源管理學報,第八卷,第二期,頁61-86。
二、英文部分
1.Argyris, C.P. (1960),Understanding Organization Behavior, Homewood:Dorsey.
2.Adams, J.S. (1965), Inequity in Social Exchange, New York:Academic Press.
3.Alexander, S.and Ruderman, M. (1987), “The Role of Procedural and Distributive Justice in Organizational Behavior,” Social Justice Research, Vol. 1,No. 2, pp. 177-198.
4.Blau, P. (1964), Exchange and Power in Social Life, New York: Wiley.
5.Coylo-Shapiro, J. and Kessler, I. (2000), “Consequences of the Psychological Contract for the Employment Relationship: A Large Scale Survey,” Journal of Management Studies, Vol. 37, pp. 907-930.
6.Coomber, B. and Barriball, K.L. (2007), “Impact of Job Satisfaction Components on Intent to Leave and Turnover for Hospital-Based Nurses: A Review of the Research Literature,” International Journal of Nursing Studies, Vol. 44, No. 2, pp. 297-314.
7.Dalton, D.R., Todor, W.D., and Krackhardt, D.M. (1982) , “Turnover Overstated: the Functional Taxonomy,” Academy of Management Review, Vol. 7, pp. 117-123.
8.Evi, B. (2010), Status Inconsistency, Organizational Citizenship Behavior and Interpersonal Conflicts, Master Thesis Human Resource Studies, Tilburg University at Netherlands.
9.Folger, R. and Greenberg, J. (1985), “Procedural Justice: an Interpretive Analysis of Personnel Systems,” Research in Personnel and Human Resources Management, Vol. 3, pp. 141-183.
10.Fortin, M. (2008),” Perspectives on Organizational Justice: Concept Clarification, Social Context Integration, Time and Links with Morality,” International Journal of Management Reviews, Vol. 10, No. 2, pp. 93-126.
11.Guzzo, R.A., Noonan, K.A., and Elorn, E. (1994), “Expatriate Managers and Psychological Contract,” Journal of Applied Psychology, Vol. 79 , No. 4, pp. 617-626.
12.Homans, G. (1961), Social Behavior: Its Elementary Forms, New York: Harcourt, Brace and World.
13.Konovsky, M.A. (2000), “Understanding Procedural Justice and Its Impact on Business Organizations,” Journal of Management, Vol. 26, No. 3, pp. 489-511.
14.Kickul, J. and Lester, S.W. (2001), “Broken Promises: Equity Sensitivity as a Moderator between Psychological Contract Breach and Employee Attitudes and Behavior,” Journal of Business and Psychology, Vol. 16, pp. 191-217.
15.Levinson, H., Price, C., Munder, K., Mandl, H., and Solley, C. (1962), Men, Management and Mental Health, Cambridge, MA: Harvard University Pres.
16. Larrabee, J., Janney, M., Ostrow, C., Withrow, M., Hobbs, J.G. and Burant, C. (2003), “Predicting Registered Nurse Job Satisfaction and Intent to Leave,” Journal of Nursing Administration, Vol. 33, No. 5, pp. 271-286.
17. Mobley, W.H. (1977), “Intermediate Linkages in the Relationship between Job Satisfaction and Employee Turnover,” Journal of Applied Psychology, Vol. 62, pp. 237-240.
18.Macneil, I.R. (1985), “Relational Contract: What We Do and Do Not Know,” Wisconsin Law Review, pp. 483-525.
19.Moorman, R.H. (1991), “Relationship between Organizational Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship?,” Journal of Applied Psychology, Vol. 76, No. 6, pp. 845-855.
20.Morrison, E.W. and Robinson, S.L. (1997), “When Employees Feel Betrayed: A Model of How Psychological Contract Violation Develops,” Academy of Management Review, Vol. 22, pp. 226-256.
21.Mansour-Cole, D.M. and Scott, S.G. (1998), “Hearing It through the Grapevine: The Influence of Source, Leader-Relations, and Legitimacy on Survivors’ Fairness Perceptions,” Personnel Psychology , Vol. 51, No. 1, pp. 25-54.
22.Meyer, J.P., Stanley, D.J., Herscovitch, L. and Topolnytsky, L. (2002), “Affective, Continuance, and Normative Commitment to the Organization: A Meta-Analysis of Antecedents, Correlates, and Consequences”, Journal of Vocational Behavior, Vol. 6 , No. 1, pp. 20-52.
23.Newman, J.E. (1974), “Predicting Absenteeism and Turnover: A Field Comparison of Fishbein's Model and Traditional Job Attitude Measures,” Journal of Applied Psychology, Vol. 59, No. 5, pp. 610-615.
24.Niehoff, B.P. and Moorman, R.H. (1993), “Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior,” Academy of Management Journal, Vol. 36, No. 3, pp. 527-556.
25.Price, J.L.(1977) , The Study of Turnover, Ames: Iowa State University Press.
26.Price, J.L., and Mueller, C.W. (1981), “A Causal Model of Turnover of Nurses,” Academy of Management Journal, Vol. 24, pp. 543-565.
27.Roseman, E. (1981), Managing Employee Turnover: A Positive Approach, New York:Amacom.
28.Rousseau, D.M. (1989), “Psychological and Implied Contracts in Organization,” Employee Responsibilities and Rights Journal, Vol. 2, No. 2, pp. 121-139.
29.Rousseau, D.M. (1990), “New Hire Perceptions of Their Own and Their Employer's Obligations: A Study of Psychological Contracts,” Journal of Organizational Behavior, Vol. 11, pp. 389-400.
30.Rousseau, D.M. and Parks, J.M. (1993), “The Contracts of Individuals and Organizations,” Research in Organizational Behavior, Vol. 15, pp. 1-43.
31.Robinson, S.L., and Rousseau, D.M. (1994), “Violating the Psychological Contract: Not the Exception but the Norm,” Journal of Organization Behavior, Vol. 15, pp. 245-259.
32.Robinson, S.L., Kraatz, M.S., and Rousseau, D.M. (1994), “ Changing Obligation and the Psychological Contract: A Longitudinal Study,” Academy of Management Journal, Vol. 37, pp. 137-152.
33.Rousseau, D.M. (1995), Psychological Contracts in Organizations: Understanding Written and Unwritter Agreement, Thousand Oaks, CA: Sage.
34.Robinson, S.L. and Morrison, E.W. (2000), “The Development of Psychological Contract Breach and Violation:A Longitudinal Study,” Journal of Organizational Behavior, Vol. 21, pp. 525-546.
35.Roch, S.G. and Shanock, L.R. (2006), “Organizational Justice in an Exchange Framework:Clarifying Organizational Justice Distinctions,”Journal of Management, Vol.32 ,No. 2, pp. 299-322.
36.Robbins, S.P. and Judge, T.A. (2007), Organizational Behavior (12 ed.), Englewood Cliffs, NJ: Prentice Hall.
37.Schein, E.H. (1980), Organizational Psychology, Englewood Cliffs : Prentice - Hall.
38.Shalk, R., and Freese, C. (1997), “New Facets of Commitment in Response to Organizational Change,” Research Trends and the Dutch Experience, Vol. 4, pp. 115.
39.Skarlicki, D.P. and Latham, G.P. (1997), “Leadership Training in Organizational Justice to Increase Citizenship Behavior within a Labor Union: A Replication,” Personnel Psychology, Vol. 50, No. 3, pp. 617-633.
40.Shore, L.M. and Barksdale, K. (1998), “Examining Degree of Balance and Level of Obligation in the Employment Relationship: A Social Exchange Approach,” Journal of Organizational Behavior, Vol. 19, pp. 731-744.
41.Tang, T.L.P., and L.J. Sarsfield-Baldwin. (1996), “Distributive and Procedural Justice as Related to Satisfaction and Commitment,” S.A.M. Advanced Management Journal, Vol. 61, No. 3, pp 25-31.
42.Tichy, N. and Cohen, E. (1998), The Leadership Engine:Building Leaders at Every Level, Dallas:Pritchett and Associates.
43.Turnley, W.H. and Feldman, D.C. (1998), “Psychological Contract Violations during Organizational Restructuring,” Human Resource Management, Vol. 37, pp. 71-83.
44.Turnley, W.H. and Feldman, D.C. (1999), “ The Impact of Psychological Contract Violations on Exit, Voice, Loyalty, and Neglect,” Human Relations, Vol. 52, pp. 895-922.
45.Khatri, N., Fern, C.T. and Budhwar, P. (2001), “Explaining Employee Turnover in an Asian Context,” Human Resource Management Journal, Vol. 11, No. 1, pp. 54-74.
46.Kreiner, G.E. and Ashforth, B.E. (2004), “Evidence toward an Expanded Model of Organizational Identification,” Journal of Organizational Behavior, Vol. 25, pp. 1-27.
47.Turnley, W.H., Bolino, M.C., Lester, S.W. and Bloodgood, J.M. (2003), “The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors,” Journal of Management, Vol. 29, No. 2, pp. 187-206.
48.Tyagi, A. and Agrawal, R.K. (2010), “Emerging Employment Relationships: Issues and Concerns in Psychological Contract,” Indian Journal of Industrial Relations, Vol. 45, pp. 381-395.
49.Wynne, L.A., Ferratt, T.W. and Biros, D.P. (2002), Career Anchors of United States Air Force Information Systems Workers: A Turnover Predictor?, Proceedings of the 2002 ACM SIGCPR Conference on Computer Personnel Research, Kristiansand, Norway.
50.Zagenczyk, T.J., Gibney, R., Few, W.T., and Scott, K.L. (2011), “Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support,” Journal of Labor Research, Vol. 32, pp. 254-281.
三、網站部分
1.104人力銀行網。
2.蘋果即時新聞。
3.國家教育研究院-雙語詞彙、學術名詞暨辭書資訊網。
4.高上公職網。
5.公職王網。

連結至畢業學校之論文網頁點我開啟連結
註: 此連結為研究生畢業學校所提供,不一定有電子全文可供下載,若連結有誤,請點選上方之〝勘誤回報〞功能,我們會盡快修正,謝謝!
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 志願工作者心理契約違反對工作滿意及離職意向之研究-以義務「張老師」為例
2. 工作鑲嵌程度與員工離職傾向之關係:以國軍志願役士官為例
3. 全職員工對非典型勞動工作者知覺、心理契約違反、信任與工作態度行為之關聯性研究
4. 訓練與發展程序公平知覺:量表建構及其對員工態度之影響
5. 員工分紅滿意度與組織公平、組織承諾、離職意願之關聯性研究
6. 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
7. 組織公平、組織承諾、工作滿意與離職傾向關係之研究-以服務業為例
8. 國軍醫院護理人員組織公平與離職傾向間關係之研究--以工作滿意及職聘模式為調節變項
9. 組織精簡後留任人員之精簡知覺、心理契約違反與工作態度之關聯性研究-溝通之干擾效果
10. 組織公平、組織承諾與離職傾向之關係研究-以心理契約為調節變項
11. 組織不公平、人格特質與離職傾向及工作滿意關係之研究
12. 組織公平、組織信任與離職傾向關係之研究-以北區國稅局為例
13. 倖存者之組織公平知覺、組織承諾與離職傾向-溝通品質之調節效果
14. 僱用狀態、地位認知落差對組織公平與組織公民行為影響研究–以基隆市公立幼兒園之教學人員為例
15. 群體政治氣候、心理契約違反與離職傾向間之關係:群體互動的跨層次調節式中介效果驗證