The relationship between person-organization fit and organizational loyalty : 以心理契約為 干擾變項
黃雅雯、林英顏
E-mail: [email protected]
ABSTRACT
In modern business management, organizational loyalty business issues can not be ignored. In this competitive era, how do
organizations seek and retain qualified personnel and organizational loyalty is the key for organizations to success. When employees start to work in an organization, they sign not only written labor contract but also another invisible psychological contract, which determines how employees devote to the organization. This study examined the relationship between person-organization(P-O) fit and organizational loyalty and examined the moderating influence of psychological contract. The samples of this study are employees who work for corporations in Taiwan. In this study, 400 questionnaires were distributed and resulted in 318 effective respondents, the effective return rate was 79 percent. The results indicated that P-O fit positively affects on organizational loyalty, relational psychological contract positively affects on organizational loyalty, transactional psychological contract negatively affects on organizational loyalty. But psychological contract has no moderating effect on the relationship between P-O fit and organizational loyalty. Finally, according to the results, the managerial implications, limitations of this study, and the recommendations for future are discussed in detail.
Keywords : Psychological Contract、Organizational Loyalty、Person-organization Fit Table of Contents
中文摘要 ．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．．．．．
． iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．． v 內容目錄 ．．．．．．．．．．．．．．．．．．．
．． vi 表目錄 ．．．．．．．．．．．．．．．．．．．．． viii 圖目錄 ．．．．．．．．．．．．．．．．．
．．．． ix 第一章 緒論．．．．．．．．．．．．．．．．．．． 1 第一節 研究背景．．．．．．．．．．
．．．．． 1 第二節 研究問題與目的．．．．．．．．．．．．．．． 4 第三節 研究重要性．．．．．
．．．．．．．．．． 5 第二章 文獻探討．．．．．．．．．．．．．．．．． 7 第一節 個人-組織契合度
．．．．．．．．．．．．．．． 7 第二節 組織忠誠 ．．．．．．．．．．．．． 11 第三節 心理契約
．．．．．．．．．．．．．． 15 第四節 各變數間之關係 ．．．．．．．．．．．．．． 19 第三章 研究方法．
．．．．．．．．．．．．．．．． 21 第一節 研究架構．．．．．．．．．．．．．．． 21 第二節 研 究假設．．．．．．．．．．．．．．． 22 第三節 變數的操作性定義與測量．．．．．．．．．．． 23 第 四節 樣本與資料蒐集．．．．．．．．．．．．．．． 29 第五節 分析方法．．．．．．．．．．．．．．
． 29 第四章 實證結果及分析．．．．．．．．．．．．．．．．． 32 第一節 樣本資料分析．．．．．．．
．．．．．．．． 32 第二節 信度與效度分析．．．．．．．．．．．．．．． 35 第三節 人口統計變項 在各變項之差異分析．．．．． 39 第四節 相關分析．．．．．．．．．．．．．．． 47 第五節 個人-組 織契合度、組織忠誠與心理契約間之迴歸分析．．．．．．．．．．．．． 49 第五章 結論與建議．．．．．．．．
．．．．．．．．． 55 第一節 研究結論．．．．．．．．．．．．．．． 55 第二節 研究建議 ．．．．
．．．．．．．．． 57 第三節 研究限制 ．．．．．．．．．．．．．． 59 參考文獻．．．．．．．．．．．．
．．．．．．．．． 61 附錄 問卷．．．．．．．．．．．．．．．．．．． 79 REFERENCES
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