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論文名稱(中文) 員工─組織交換關係、心理契約實現與員工績效之關聯性研究-以領導者─部屬交換關係和知覺組織支持為干擾變數
論文名稱(英文) The Relationship among Employee-Organization Relationship, Psychological Contract Fulfillment, and Employee’s Performance-Moderating Effect of Leader-member Exchange and Perceived Organizational Support
校院名稱 成功大學
系所名稱(中) 國際企業研究所碩博士班
系所名稱(英) Institute of International Business
學年度 98
學期 2
出版年 99
研究生(中文) 李雅惠
研究生(英文) Ya-Hui Li
學號 r6697405
學位類別 碩士
語文別 中文
論文頁數 86頁
口試委員 指導教授-史習安
口試委員-鄭詩瑜
口試委員-徐郁茹
中文關鍵字 員工─組織交換關係  心理契約實現  領導者─部屬交換  知覺組織支持  績效 
英文關鍵字 Employee-organization relationship  Psychological contract fulfillment  Leader-member exchange  Perceived organizational support  Performance 
學科別分類
中文摘要 本研究希望瞭解員工─組織交換關係對心理契約實現之影響,以及心理契約實現對績效的影響,並希望進一步探討員工─組織交換關係是否能經由心理契約實現,進而影響員工績效。此外,研究中也將討論領導者─部屬交換和知覺組織支持是否能分別調節員工─組織交換關係與心理契約實現之間的關係。
本研究是以臺灣高科技產業的人力資源管理部門主管及直屬部屬作為主要研究對象,並以中華民國證券交易所『公開上市上櫃』的電子類股公司作為郵寄來源。本研究問卷共分為A、B兩式問卷,共寄出500組問卷,最後有效回收問卷共計123組,有效樣本回收率為24.6%。本研究主要使用層級迴歸分析對於本研究所提出的假設進行驗證,分析結果如下:
(一) 當員工知覺到組織採用互相投資、低度投資與準交易契約的僱用關係時,會正向影響心理契約實現。
(二)當員工知覺心理契約實現的程度越高時,則正向影響工作績效與組織公民行為
(三) 心理契約實現在員工─組織交換關係與員工績效之間,具有部份中介效果。
本研究主要貢獻分述如下。首先,本研究是首篇探討員工─組織交換關係能夠透過心理契約實現之中介效果,進而去影響員工績效之實證研究。其次,本研究亦為首篇同時將員工─組織交換關係、心理契約實現、績效、領導者─部屬交換以及知覺組織支持放在同一個模型中探討之整合性實證研究,但研究結果顯示領導者─部屬交換與知覺組織支持在員工─組織交換關係、心理契約實現之間並不具有調節效果。總結以上,本研究結果提供學術及實務界對於這些變數間之關係有更深入的瞭解,此外,並聯結了員工─組織交換關係、心理契約實現以及員工績效,裨於後續學術之研究。
英文摘要 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.
論文目次 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
一、心理契約的定義 9
二、心理契約的創造 10
三、心理契約的功能和特性 12
四、心理契約的實現與違反 13
二、員工─組織交換關係與心理契約實現之關係 14
三、心理契約實現與員工績效之關係 15
四、心理契約的中介效果 17
第三節 領導者─部屬交換關係 18
一、領導者─部屬交換關係(LMX)的理論基礎與定義 18
二、領導者─部屬交換關係類型 19
三、領導者─部屬交換關係的調節效果 19
第四節 知覺組織支持 21
一、知覺組織支持(POS)的理論基礎與定義 21
一、知覺組織支持的調節效果 22
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
參考文獻 66
附錄Ⅰ問卷A 76
附錄Ⅱ問卷B 82
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