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研究生:林鐿憓
研究生(外文):Lin Yi-Huei
論文名稱:心理契約破壞與違背的前因-高投入人力資源管理實務的效果
論文名稱(外文):The Antecedents of Psychological Contract Breach and Violation :The Effect of High-Involvement Human Resources Practices
指導教授:陳必碩陳必碩引用關係
指導教授(外文):Chen Pi-So
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:2012
畢業學年度:100
語文別:中文
論文頁數:70
中文關鍵詞:高投入人力資源管理實務心理契約破壞心理契約違背
外文關鍵詞:High-Involvement Human Resources PracticesPsychological contract breachPsychological contract violation
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如何將人力資源做最有效的配置,以符合企業當前的需求,過去研究指出,組織的競爭優勢將源自於人力資源,所以應提倡企業致力於高投入人力資源管理源系統的投資,並且透過企業妥善運用高投入人力資源管理實務強化員工心理契約,並從員工心理契約角度檢視高投入人力資源管理制度對員工的影響。
近期研究指出,心理契約未履行可以區分為兩個過程,分別是(1)認知與期望有所落差造成「心理契約破壞」;(2)認知心理契約遭到破壞後伴隨著負面強烈情緒反應,即謂「心理契約違背」,且已有研究證實「心理契約破壞」與「心理契約違背」之間是有先後順序關係的。過去已有許多研究發現「心理契約違背」後會造成員工一系列的負向行為發生,但鮮少研究探究心理契約違背的前因,本研究方向認為組織在落實履行高投入人力資源管理措施時會降低員工心理契約破壞認知,並且也會降低心理契約違背的情感體驗,此外,高投入人力資源管理措施會透過心理契約破壞的中介機制而對員工心理違背感有效果。
本研究以問卷調查法作為資料收集的工具,對北部及南部企業組織成員進行施測,一共回收617份有效問卷。研究結果發現:
一、心理契約破壞對心理契約違背有正向預測效果。
二、高投入人力資源管理實務愈明確,員工的心理契約破壞認知愈低。
三、高投入人力資源管理實務愈明確,員工的心理契約違背感愈低。
四、心理契約破壞認知在高投入人力資源管理實務與心理契約違背感間關係,具有部份中介效果。
How should Human Resources do the most effective configuration to meet the current enterprises, in past studies that find out organization competitive advantage from Human Resources, so that HIHRP should be promote in the companies, and HIHRP can intensify the employee psychological contract, and HIHRP can view of employee psychological contract ,too .
Recently studies revealed that the psychological contract is not fulfilled had been separate two processes:(1)PCB is cognitive perception and expect in gap .(2)PCV is emotional reaction after perception the PCB. There are many studies pointed out about the PCV will cause a series of negative behavior, in order to explore the antecedents of PCV, this study will clear to negatively influence employees' PCB along with PCV when implementation of HIHRP. Besides, PCB would lead to predicting mediate effect on HIHRP through of PCV.

Questionnaires were utilized for this research and receives 617 valid samples. The results showed the following: (1)PCB will have positive impact on PCV;(2)The more HIHRP significantly in organization the less PCB;(3)The more HIHRP significantly in organization the less PCV;(4)the relationship between HIHRP and PCV were mediated through PCB.
第一章 緒論
第一節 研究背景與動機--------------------------------------------- 1
第二節 研究目的--------------------------------------------------- 4
第三節 研究流程--------------------------------------------------- 5
第二章 文獻探討
第一節 心理契約--------------------------------------------------- 6
第二節 心理契約破壞與違背------------------------------------------ 11
第三節 高投入人力資源管理實務--------------------------------------- 15
第三章 研究方法
第一節 研究架構與研究假設------------------------------------------ 25
第二節 研究樣本--------------------------------------------------- 27
第三節 研究變項定義與測量工具--------------------------------------- 31
第四節 資料分析方法------------------------------------------------39
第四章 研究結果分析
第一節 研究變項間相關分析------------------------------------------ 40
第二節 主要效果與中介效果分析--------------------------------------- 43
第五章 結論與建議
第一節 研究結論--------------------------------------------------- 51
第二節 學術和管理實務意涵------------------------------------------ 54
第三節 研究限制與後續研究建議--------------------------------------- 57
參考文獻
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二、英文部份-------------------------------------------------------- 61
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1. 高投入人力資源管理實務與員工個人任務行為之關係:組織認同與組織忠誠之中介效果
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3. 人力資源管理制度一致性對組織正義、員工心理契約違反與組織公民行為之影響
4. 高投入人力資源管理實務與組織公民行為之關係: 探討內外控人格特質與員工投入之角色
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10. 心理契約量表與工作投入之關係-以高職教師與行政人員為例
11. 心理契約與工作績效關係之探討-工作投入與角色負荷之中介與調節作用
12. 員工組織關係、組織承諾和員工績效間關係之研究─以心理契約實現和組織認同為中介
13. 主管領導與薪酬制度對心理契約滿足之影響-以A網路公司為例
14. 內部行銷對員工服務品質承諾的影響:心理契約之中介效果與知覺顧客導向文化之干擾效果
15. 探討人力資源專業職能與人力資源管理及策略性人力資源管理之間的關係:以台灣造紙業為例
 
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