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研究生:謝沛珊
研究生(外文):Pei- Shan Hsieh
論文名稱:領導-成員交換與心理契約之關係探討: 組織公平與工作特性之中介與調節作用
論文名稱(外文):Exploring the Relationship between Leader-Member Exchange and Psychological Contract:The Mediating and Moderating Effect of Organization Justice and Job Characteristics
指導教授:黃瓊慧黃瓊慧引用關係
指導教授(外文):Chiung- Hui Huang
口試委員:張肇松杜佩蘭吳淑敏
口試委員(外文):Zhao-Song ChangPey-Lan DuShwu-Ming Wu
口試日期:2014-05-30
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
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:2014
畢業學年度:102
語文別:中文
論文頁數:80
中文關鍵詞:領導-成員交換、組織公平、心理契約、工作特性
外文關鍵詞:Leader-member exchange (LMX), Organization justice, Psychological contract, Job characteristics
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本研究主要目的在探討領導-成員交換與心理契約之關係,並以組織公平作為中介變項,以確認組織公平在領導-成員交換與心理契約之間的中介角色;另以工作特性作為調節變項,以確認工作特性在組織公平與心理契約之間的調節角色。本研究以南部地區之傳統製造業、科技業及服務業的員工與其直屬主管為實證配對研究對象,採用問卷調查法進行資料的收集,共計發放有效配對問卷272份,有效回收率為83.69%,並以相關分析與階層迴歸分析進行研究假設的檢驗。研究結果發現:領導-成員交換與心理契約有顯著正向關係;領導-成員交換與組織公平有顯著正向關係;組織公平與心理契約有顯著正向關係;組織公平在領導-成員交換與心理契約之間具有中介作用;工作特性在組織公平與心理契約之間不具有調節作用。
This study focused on the relationship between leader-member exchange and psychological contract. Moreover, organization justice was used to be a mediator in order to confirm the mediating role of organization justice in the relationship between leader-member exchange and psychological contract. In addition, job characteristics was used to be a moderator to verify the role of job characteristics in the relationship between organization justice and psychological contract. This study adopted questionnaire survey to research on 272 valid dyadic data of employees and supervisors form the traditional manufacturing, technology and service industries of southern Taiwan, and the valid response rate was 83.69 %. Besides, correlation analysis and hierarchical regression analysis were used to test research hypotheses. The research results are as follows: There is a significant positive relationship between leader-member exchange and psychological contract; there is a significant positive relationship between leader-member exchange and organization justice; there is significant positive relationship between organization justice and psychological contract; organization justice mediates the relationship between leader-member exchange and psychological contract; job characteristics moderates the relationship between organization justice and psychological contract.
摘要 i
Abstract ii
誌謝 iii
目錄 iv
表目錄 v
圖目錄 vii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 5
第二章 文獻探討 6
第一節 領導-成員交換 6
第二節 組織公平 12
第三節 工作特性 17
第四節 心理契約 22
第五節 各研究變項間關係推論 28
第三章 研究設計與方法 34
第一節 研究架構 34
第二節 研究假設 35
第三節 研究變項操作性定義與衡量工具 36
第四節 研究樣本與資料蒐集方法 45
第五節 樣本特性分析 46
第六節 資料處理與分析方法 47
第四章 研究結果 48
第一節 研究變項之描述性分析 48
第二節 各研究變項間之相關分析 49
第三節 各研究變項間之迴歸分析 52
第四節 研究假設驗證結果彙整 60
第五章 討論與建議 61
第一節 理論意涵 61
第二節 實務建議 63
第三節 研究限制與未來研究建議 65
參考文獻 66
一、 中文部分 66
二、 英文部分 68
三、 網路資料 80

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三、網路資料
台北市政府勞動局( 2013年)。幸福企業評選指標。取自http://www.bola.taipei. gov.tw/ct.asp?xItem=40986930&ctNode=62840&mp=116003
Roger Lee(2013年12月26日)。薪資不是離職原因 成就感才是。今周刊。取自https://www.businesstoday.com.tw/article-content-96089-104771
李濠仲(2013年11月24日)。不公平的職場環境導致憂鬱。聯合新聞網。取自http://mag.udn.com/mag/edu/storypage.jsp?f_ART_ID=487002#ixzz2wCqDJssg Power By udn.com
施文玲(2006)。社會交換理論之評析。網路社會學通訊期刊,52。取自 http://www.nhu.edu.tw/~society/e-j/52/52-15.htm

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