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研究生:楊雅艮
研究生(外文):Ya-Gen Yang
論文名稱:心理契約對員工工作態度及行為之影響-全時及部分工時人員之比較分析
論文名稱(外文):Effect of Psychological Contract on Work-Related Attitude and Behaviors:Comparative Analysis of Full-time and Part-time Employees
指導教授:王湧泉王湧泉引用關係
指導教授(外文):Yung-Chuan Wang
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:177
中文關鍵詞:部分工時人員心理契約履行情感性承諾服務導向組織公民行為離職傾向
外文關鍵詞:Part-time employeeFulfillment psychological contractaffective commitmentService-oriented citizenship behaviorturnover intention
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隨著全球經濟發展演進,產業結構重整,服務業成台灣發展經濟重點,而企業為了在人力配置保持彈性,以因應變化多端的市場,並維持整體競爭力,開始普遍採用非典型之僱傭人員。因此組織裡普遍存在不同僱用型態,而部分工時亦是雇主大量採用工作型態之一,部分工時與全職人員是否會因為僱用身份之不同而在工作態度與行為上有所差異,是企業值得重視且關注的議題。
本研究收集相關文獻並建立以下命題:當員工感受到雇主尚未履行心理契約時,將會影響員工工作態度及工作行為表現。本研究以情感性承諾做為員工工作態度之探討變項,而以服務導向組織公民行為及離職傾向為員工工作行為之探討變項;同時,本研究亦認為雇主心理契約履行程度對員工工作態度與行為的影響,更會受員工僱用身份之不同而有所干擾。
本研究透過發放問卷方式,以台灣南部地區之綜合零售商品業為對象,共發放問卷900份,回收有效問卷584份,之後並以獨立樣本t檢定及相關與階層迴歸分析進行統計實証分析,研究結果發現:
一、員工僱用身份對情感性承諾、服務導向組織公民行為及離職傾向有顯著差異,全職人員表現有較高的情感性承諾與服務導向組織公民行為,而部分工時人員的離職傾向則較高,但心理契約履行認知則無顯著差異。
二、員工心理契約履行認知對情感性承諾、服務導向組織公民行為有顯著正向影響;而員工心理契約履行認知對離職傾向有顯著負向影響。
三、僱用身份會對員工心理契約履行認知對情感性承諾、服務導向組織公民行為及離職傾向的影響產生干擾效果;部分工時人員之心理契約履行認知對情感性承諾、服務導向組織公民行為、離職傾向的影響均高於全職人員。
With the global economics evolution, reforming the industrial structure, Taiwan economic development has focused on service industry. To remain flexibility in manpower allocation, and react to market fluctuations, Organizations start to hire the atypical employee, to maintain the whole competitiveness of organizations. As such, it leads to different work style existing in organization generally. Part-time work is also one of working styles that employers hire lots of employees. Whether part-time employee and full-time employee will have different attitude and behavior because of their hired status, this issue will be worth paying attention.
Based on the collected literature reviews, we could form the propositionas as, “ When employees feel that employers don’t fulfill the psychological contract, their working attitude and behavior will be affected.” The study researches affecitve commitment as the variation of working attitude and behavior while service-oriented citizen behavior and turnover intention as the variaton of empolyee behavior. Meanwhile, in the study, we consider the degree of performing the psychological contract to working attitude and behavior will be more interfered by their working status.
This sutdy is conducted at comprehensive retailers in southern Taiwan. Total questionnaires are 900 copies, and 584 questionnaires are returned, the corporation was analyzed by using independent sample t-test, Pearson correlation analysis and hierarchical regression. Following is our finding:
1. The hired status has a significant difference to affecitve commitment to employee status, service-oriented citizen behavior and turnover intention, full-time employees have more affecitve commitment service-oriented citizen behavior ,and the part time employees have less turnover intention,but no difference to fulfillment of psychological contract.
2. The fulfillment psychological contract has a positively significant effect on affecitve commitment, service-oriented citizen behavior and turnover intention; the fulfillment psychological contract has a negative remarkable influence to affecitve commitment, service-oriented citizen behavior and turnover intention.
3. The hired status can moderate the psychological contract, affecitve commitment, service-oriented citizen behavior and turnover intention; part-time employees are more likey to perform affecitve commitment, service-oriented citizen behavior and turnover intention than full-time employees.
摘要.....i
Abstract.....ii
誌謝.....ii
目錄.....iii
表目錄.....v
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 研究流程.....6
第四節 名詞解釋.....7
第二章 文獻探討.....9
第一節 部分工時.....9
第二節 心理契約履行.....18
第三節 工作態度-情感性承諾.....32
第四節 工作行為-服務導向組織公民行為.....45
第五節 工作行為-離職傾向.....59
第六節 心理契約履行與情感承諾、服務導向組織公民行為、離職傾向之關係.....70
第三章 研究方法.....81
第一節 研究架構.....81
第二節 研究假設.....82
第三節 研究變項之操作性定義與衡量.....83
第四節 研究對象與調查方法.....89
第五節 資料分析方法.....90
第六節 樣本因素、信度分析及描述性統計分析.....93
第四章 資料分析與結果.....96
第一節 樣本描述性統計分析.....96
第二節 全職人員與部分工時人員差異性比較分析.....100
第三節 心理契約履行對情感性承諾影響之分析.....101
第四節 心理契約履行對服務導向組織公民行為影響之分析.....112
第五節 心理契約履行對離職傾向影響之分析.....125
第六節 研究假設驗證結果.....136
第五章 結論與建議 .....137
第一節 研究結論.....137
第二節 管理意涵與管理實務建議.....143
第三節 研究限制及後續研究建議.....148
參考文獻.....149
一、中文部份.....149
二、英文部份.....153
附錄 問卷.....164
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