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研究生:林詩芸
研究生(外文):Shi-Yun Lin
論文名稱:組織生涯管理與員工承諾關係之探討:心理契約與領導-成員交換之中介與調節作用
論文名稱(外文):Exploring the relationship between organizational career management and employee commitment: The mediating and moderating effect of psychological contract and leader-member exchange
指導教授:黃瓊慧黃瓊慧引用關係
指導教授(外文):Chiung-Hui Huang
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:130
中文關鍵詞:組織生涯管理心理契約領導-成員交換關係組織承諾專業承諾
外文關鍵詞:Organizational career managementPsychological contractLeader-member exchangeOrganizational commitmentProfessional commitment
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摘要

本研究以社會交換理論為基礎,探討組織生涯管理、心理契約、領導-成員交換關係、組織承諾與專業承諾間的關係。本研究採用問卷調查法收集資料,共計發出500份問卷,有效回收問卷457份,有效問卷回收率91.4%,資料分別以信度分析、變異數分析、相關分析、迴歸分析等方式。進行統計分析後,研究結果發現:
一、性別在組織生涯管理、心理契約、領導-成員交換關係及專業承諾具有顯著差異;婚姻狀況、教育程度、職位類別在組織承諾及專業承諾具有顯著差異。
二、組織生涯管理與心理契約有顯著正向關係。
三、心理契約與組織承諾、專業承諾有顯著正向關係。
四、心理契約在組織生涯管理與組織承諾、專業承諾之間具有部分中介效果。
五、領導-成員交換關係在心理契約與專業承諾之間具有調節效果,且領導-成員交換關係會正向加強心理契約與專業承諾之間的關係。

綜合研究結果建議,組織應多增加員工生涯相關的管理措施,提供更完整的生涯規劃;確實履行契約,符合員工期待;提升領導者與成員間的交換關係品質,以提高員工對組織及專業的承諾。
關鍵詞:組織生涯管理、心理契約、領導-成員交換關係、組織承諾、專業承諾
Abstract
Drawing on social exchange theory, the study investigates the relationship among organizational career management, psychological contract, leader-member exchange, organizational commitment, and professional commitment. A total of 500 employees were collected and 457 participants were completed. The completive response rate was 91.4%. In addition, the analysis methods included reliability, analysis of variance, correlation and regression. The finding as below:
1. Sex has significantly difference on organization career management, psychological contract, the leadership-members exchange relationship and professional commitment. Moreover marital status, education level and job category have significantly difference on organizational commitment and professional commitment.
2.There is positive relationship between organizational career management and psychological contract.
3.There is positive relationship between psychological contract and organizational commitment / professional commitment.
4.Psychological contract partially mediated the relationaship between organizational career management and organizational commitment / professional commitment.
5.Leader - member exchange moderated the relationaship between psychological contract and professional commitment. Leader - member exchange will positively enhance the relationship between psychological contract and professional commitment.
To sum up, this study suggests that organizations should increase more career-related measures about employees, provide more completed career plan, finish the employee expected contract actually, enhance the exchange relationship between leader and member, and enhance organizational and professional commitment of employees.

Keywords: Organizational career management, Psychological contract, Leader-member exchange, Organizational commitment, Professional commitment.
中文摘要 i
英文摘要 ii
誌 謝 iii
目 錄 iv
表目錄 vi
圖目錄 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 5
第三節 研究程序 6
第二章 文獻探討 7
第一節 社會交換理論 7
第二節 組織承諾 15
第三節 專業承諾 27
第四節 組織生涯管理 33
第五節 心理契約 40
第六節 領導-成員交換關係 51
第七節 各研究變項間關係的推論 56
第三章 研究設計與方法 60
第一節 研究架構 60
第二節 研究假設 61
第三節 研究變項操作性定義與衡量工具 62
第四節 研究樣本與資料蒐集方法 72
第五節 樣本特性分析 73
第六節 資料處理與分析方法 75
第四章 研究結果 77
第一節 各研究變項之描述分析 77
第二節 個人特徵在各研究變項間之差異分析 78
第三節 各變項間之相關分析 83
第四節 各變項間之迴歸分析 86
第五節 研究假設結果彙整 95
第五章 討論與建議 97
第一節 理論意涵 97
第二節 管理實務意涵 99
第三節 研究限制 101
第四節 未來研究建議 102
參考文獻 103
一、中文文獻 103
二、英文文獻 108
三、網站資料 115
附錄 問卷 116
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三、網站資料
行政院經濟委員會(2007)。台灣產業加速轉型升級。取自 http://www.cepd.gov.tw/m1.aspx?sNo=0009248
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12. 殯葬禮儀服務人員之人格特質、殯葬管理條例知覺、工作生活品質、專業承諾、工作倦怠、工作士氣與留職意願之關聯性研究—以台北市殯葬禮儀服務人員為例
13. 心理契約、組織公正、組織承諾之關聯性研究-以身心障礙養護機構為例
14. 政府機關柔公、民營機構實施生涯發展系統之現況調查與個案分析
15. 高科技產業個人生涯規劃、組織生涯管理對海外派遣意願關係之研究
 
1. 心理契約違反與知識分享關係之探討:內外控與組織心理擁有感之調節作用
2. 組織變革、心理契約與員工工作態度關聯性之研究─以高雄港公司化為例
3. 內部行銷、心理契約與工作績效關係性研究
4. 組織生涯管理與離職意願關係之探討:領導-成員交換關係與薪酬公平之中介作用
5. 工作特性與工作滿意度、離職傾向關係之探討:內外控人格特質、領導者-成員交換關係之調節作用
6. 國民小學校長領導風格、教師心理契約與組織績效間之關係:以桃園縣為例
7. 激勵制度、心理契約對於留任意願及組織承諾影響之研究探討
8. 轉換型領導、心理契約履行與服務創新績效關係之實證研究
9. 領導部屬交換關係,心理契約違反與職場偏差行為之研究-以倫理知覺為調節變項(以國軍北部地區後備指揮部為例))
10. 承諾型人力資源管理措施在組織承諾、知識分享、心理契約及授權領導之影響下,對台灣高科技產業創新績效之影響
11. 心理契約、組織公民行為關聯性以及組織文化之調節效果—以中華民國海關為例
12. 內部行銷、個人與工作契合度對服務導向組織公民行為影響之研究-以心理契約滿足為中介變項
13. 國民小學教師心理契約對教學信念之影響–以領導者與部屬關係及組織公平為調節變項
14. 企業社會責任知覺、自我效能與員工心理契約關係之探討
15. 心理契約違反與員工工作行為之關係:以員工對公平敏感度為干擾變項
 
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