||The Relationship among Employee-Organization Relationship, Psychological Contract Fulfillment, and Employee’s Performance-Moderating Effect of Leader-member Exchange and Perceived Organizational Support
||Institute of International Business
Psychological contract fulfillment
Perceived organizational support
This research is designed to better understand how employee-organization relationship influences psychological contract fulfillment. Meanwhile, this study also wants to investigate the impact of psychological contract fulfillment on employee’s performance. Moreover, we also try to examine the mediating role of psychological contract fulfillment and the moderating effects of leader-member exchange and perceived organizational support.
In this research, two versions of questionnaires were used: the HRM manager version and the direct subordinate version. We sent 500 questionnaires to electronic companies in Taiwan. 123 matched questionnaires are usable and the final return rate is 24.06%. After collecting multi-sources data from the high-tech companies, we use Hierarchical Regression Analysis to examine the model fit and test research hypotheses.
Our findings can be summarized as follows. First, there is the positive relationship between employee-organization relationship and psychological contract fulfillment. Secondly, psychological contract fulfillment is positively associated with performance. Finally, psychological contract fulfillment partially mediates the relationship between employee-organization relationship and psychological contract fulfillment.
The research’s most important contribution is that it’s the first empirical research to treat psychological contract fulfillment as the mediator, and demonstrate the mediating effect does exist. Furthermore, we also prove that employee-organization relationship have the positive impact on psychological contract fulfillment which hasn’t been found out in previews research. Besides, this study is also the first empirical study to integrate all these variables in the same model. These findings may contribute to the academic research and practical implications.
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 章節架構 3
第二章 文獻探討 5
第一節 員工─組織交換關係 5
第二節 心理契約實現 9
第三節 領導者─部屬交換關係 18
第四節 知覺組織支持 21
第三章 研究方法 24
第一節 研究架構 24
第二節 研究假設 25
第三節 研究變項之衡量 26
第四節 問卷設計 28
第五節 抽樣方法 34
第六節 資料分析方法 36
第四章 實證結果分析 38
第一節 樣本基本資料分析 38
第二節 信度分析 40
第三節 建構效度分析 45
第四節 相關性分析 49
第五節 層級迴歸分析 50
第六節 研究假設結果整理 58
第五章 結論與建議 59
第一節 研究結論 59
第二節 研究貢獻與限制 62
第三節 研究建議 63
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