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研究生:林子慈
研究生(外文):LIN,TSU-TZU
論文名稱:個人─ 環境適配與工作態度及職場偏差行為:公平敏感度和心理契約違反的角色
論文名稱(外文):Person-environment fit and employee work outcomes:The role of equity sensitivity and psychological contract violation
指導教授:廖本源
指導教授(外文):LIAO,PEN-YUAN
口試委員:胡天鐘賴志松
口試委員(外文):HWU,TIAN-JONGLAI,CHIH-SUNG
口試日期:2019-05-30
學位類別:碩士
校院名稱:國立聯合大學
系所名稱:經營管理學系碩士班
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:2019
畢業學年度:107
語文別:中文
論文頁數:60
中文關鍵詞:個人-環境適配心理契約違反工作滿意度離職意圖組織情感承諾職場偏差行為公平敏感度
外文關鍵詞:Person-environment FitPsychological contract violationJob satisfactionJob satisfactionOrganizational affective commitmentDeviant workplace behaviorEquity sensitivity
相關次數:
  • 被引用被引用:1
  • 點閱點閱:303
  • 評分評分:
  • 下載下載:122
  • 收藏至我的研究室書目清單書目收藏:0
本研究整合個人-環境適配理論與心理契約理論。旨在探討個人-環境適配如何影響工作態度(工作滿意度、離職意圖、組織情感承諾)及職場偏差行為(針對主管職場偏差行為、針對組織職場偏差行為),以心理契約違反為中介變數,公平敏感度為調節變數。本研究採用問卷調查法,為了降低共同方法偏誤,將問卷分為兩次發放,兩次發放時間間隔一個月。第一次問卷收集個人-環境適配、公平敏感度等變數,第二次問卷收集心理契約違反、工作態度及職場偏差行為等變數。
本研究的樣本來自於15家台灣企業的員工,樣本總數229,分析結果顯示個人-環境適配會負相關於心理契約違反,而心理契約違反部分中介了個人-環境適配與工作滿意度、離職意圖、組織情感承諾之間的關係。此外,公平敏感度會調節個人-環境適配與心理契約違反之間的關係。並於本研究的結論討論理論意涵及管理意涵。

This study integrates person-environment fit theory and psychological contract theory. This research uses psychological contract violation as mediator and equity sensitivity as moderator to examine how person-environment fit affects job attitudes (job satisfaction, intentions to quit, and affective organizational commitment) and deviant workplace behaviors (supervisor-directed deviance and organizational deviance).
This study uses two-wave survey with one month time lag between each wave to reduce common method bias. Person-environment fit and equity sensitivity were collected at time 1 and psychological contract violation, work attitudes, and deviant workplace behaviors were collected at time 2.
The sample of this study was 229 employees nested in 15 organizations. HLM analysis results showed that person-environment fit is negatively related to psychological contract violation. Psychological contract violation partially mediated the relationships between person-environment fit and job satisfaction, intentions to quit, and affective organizational commitment. Besides, person-environment fit was directly and negatively related to supervisor-directed deviance and organizational deviance. Equity sensitivity moderated the relationship between person-environment fit and psychological contract violation. This relationship was stronger for individuals higher rather than lower in equity sensitivity. Theoretical and managerial implications were discussed.

第一章 緒論 - 1 -
第一節 研究背景 - 1 -
第二節 研究動機 - 2 -
第三節 研究目的 - 3 -
第四節 研究流程 - 4 -
第二章 理論與假設 - 5 -
第一節 個人-環境適配與心理契約違反之關係 - 5 -
第二節 心理契約違反中介於個人-環境適配和工作態度及偏差行為 - 10 -
第三節 公平敏感度的調節角色 - 16 -
第三章 研究方法 - 18 -
第一節 研究架構 - 18 -
第二節 研究工具 - 18 -
第三節 研究設計 - 21 -
第四節 資料分析方法 - 21 -
第四章 研究結果 - 23 -
第五章 結論與建議 - 36 -
第一節 理論意涵 - 37 -
第二節 管理意涵 - 37 -
第三節 研究限制與建議 - 39 -
第四節 結論 - 39 -
參考文獻 - 41 -
中文文獻 - 41 -
英文文獻 - 43 -
附錄 - 58 -
附件1.問卷第一次發放 - 58 -
附件2.問卷第二次發放 - 61 -


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