心理契約違反、組織公平知覺與組織承諾關係之研究 李念祖、蔡敦崇
E-mail: 9806501@mail.dyu.edu.tw
摘 要
在全球化的趨勢下，市場的競爭日趨激?，企業?但面對本土企業的競爭，也同時面?跨國企業的挑戰。企業為?生存，進行 了企業變革，變革包括國際化、購併及企業快速調整人事成本。這些變革?只影響企業，同時影響員工，員工警覺到企業 無法再提供穩定的工作環境，因此，員工主動調整與組織的關係。即環境改變，在員工心理契約違反知覺下可能會影響組 織公平知覺與對組織承諾。因此，這些變數間之關係必須探討與釐清，以提升員工之忠誠度。本研究以心理契約違反為自 變數，員工組織承諾為依變數，並以組織公平知覺作為中介變數，進行實證研究探討，研究結果發現：
一、心理契約違反對組織承諾有顯著負向影響。
二、心理契約的違反對組織公平有顯著負向影響。
三、組織公平對組織承諾有正向顯著影響。
四、組織公平在心理契約對組織承諾影響關係中確具中介效果。
研究發現的意義、理論與實務的涵意、研究限制與未來研究之建議等，本研究併在文中予以討論。
關鍵詞 : 心理契約違反、組織公平知覺、組織承諾
目錄
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 ．．．．．．．．．．．．．．．．．．．．． xi 第一章 緒論．．．．．．．．．．．．．．．．．．． 1 第一節 研究背景．．．．．．．．．．．．．．． 1 第二節 研究問題．．．．．．．．．．．．．．． 2 第三節 研究目的．．．．．．．．．．．．．．． 3 第四節 研究流程．．．．．．．．．．．．．．． 3 第二章 文獻探討．．．．．．．．．．．．．．．．． 5 第一節 心理契約違反．．．．．．．．．．．．． 5 第二節 組織公平知覺．．．．．．．．．．．．． 18 第三節 組織承?．．．．．．．．．．．．．．． 26 第四節 本研究各變項關係．．．．．．．．．．． 30 第三章 研究方法．．．．．．．．．．．．．．．．． 35 第一節 研究架構．．．．．．．．．．．．．．． 35 第二節 研究假設．．．．．．．．．．．．．．． 35 第三節 操作性定義．．．．．．．．．．．．．． 43 第四節 樣本對象．．．．．．．．．．．．．．． 49 第五節 分析方法．．．．．．．．．．．．．．． 49 第四章 研究結果與討論．．．．．．．．．．．．．． 51 第一節 樣本及各變項之描述性統計分析．．．．． 51 第二節 各變項之描述性分析．．．．．．．．．． 54 第三節 效度與信度分析．．．．．．．．．．．． 55 第四節 個人屬性之變異數之分析．．．．．．．． 58 第五節 變項間之相關分析．．．．．．．．．．． 67 第六節 迴歸分析．．．．．．．．．．．．．．． 69 第七節 組織公平之中介效果．．．．．．．．．． 79
第五章 結論與建議．．．．．．．．．．．．．．．． 95 第一節 研究結論．．．．．．．．．．．．．．． 95 第二節 理論與實務涵義．．．．．．．．．．．． 103 第三節 研究限制與未來研究的建議．．．．．．． 105 參考文獻 ．．．．．．．．．．．．．．．．．．．．． 107
附錄A 心理契約違反與組織公平知覺對組織承諾之影響研究問卷．．．．．．．．．．．．．．．．． 124
表目錄
表 2- 1 組織承諾之階段．．．．．．．．．．．．．．． 29 表 3- 1 心理契約違反問卷題項．．．．．．．．．．．． 44 表 3- 2 組織公平知覺問卷題項．．．．．．．．．．．． 46 表 3- 3 組織承?問卷題項．．．．．．．．．．．．．． 47 表 4- 1 有效樣本之個人基本資料分析．．．．．．．．． 52 表 4- 2 本研究構面之敘述統計分析．．．．．．．．．． 54 表 4- 3 心理契約違反之效度與信度分析．．．．．．．． 55 表 4- 4 組織公平之效度與信度分析．．．．．．．．．． 56 表 4- 5 組織承諾之效度與信度分析．．．．．．．．．． 58 表 4- 6 不同性別對各變項構面之變異數分析．．．．．． 59 表 4- 7 年齡對各變數之差異數分析．．．．．．．．．． 60 表 4- 8 教育程度各變數之差異數分析．．．．．．．．． 61 表 4- 9 職業各變數之差異數分析．．．．．．．．．．． 62 表 4- 10 個人月薪對各變數之差異數分析．．．．．．．． 63 表 4- 11 工作年資對各變數之差異數分析．．．．．．．． 64 表 4- 12 家庭收入形態對各變數之差異數分析．．．．．． 65 表 4- 13 家庭月收入對各變數之差異數分析．．．．．．． 66 表 4- 14 婚姻狀況對各變數之差異數分析．．．．．．．． 67 表 4- 15 相關分析．．．．．．．．．．．．．．．．．． 68 表 4- 16 心理契約違反對組織承諾及其子構面之迴歸分折． 69 表 4- 17 訓練發展違反對組織承諾及其子構面之迴歸分析． 70 表 4- 18 薪資保障違反對組織承諾及其子構面之迴歸分析． 71 表 4- 19 心理契約違反子構面對組織承諾子構面之迴歸分折 71 表 4- 20 組織公平對組織承諾及其子構面之迴歸分析．．． 72 表 4- 21 分配公平對組織承諾及其子構面之迴歸分析．．． 73 表 4- 22 程序公平對組織承諾及其子構面之迴歸分析．．． 74 表 4- 23 互動公平對組織承諾及其子構面之迴歸分析．．． 74 表 4- 24 組織公平子構面對組織承諾及其子構面之迴歸分析 75 表 4- 25 心理契約違反對組織公平及其子構面之迴歸分析． 76 表 4- 26 訓練發展違反對組織公平及其子構面之迴歸分析． 77 表 4- 27 薪資保障違反對組織公平及其子構面之迴歸分析． 78 表 4- 28 心理契約違反對組織公平及其子構面之迴歸分析． 78
表 4- 29 心理契約違反與組織公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．80 表 4- 30 心理契約違反與分配公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．81 表 4- 31 心理契約違反與程序公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．82 表 4- 32 心理契約違反與互動公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．83 表 4- 33 心理契約違反與組織公平各子構面對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．． 84 表 4- 34 訓練發展違反與組織公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．85 表 4- 35 訓練發展違反與分配公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．86 表 4- 36 訓練發展違反與程序公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．87 表 4- 37 訓練發展違反與互動公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．88 表 4- 38 訓練發展違反與組織公平各子構面對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．． 89 表 4- 39 薪資保障違反與組織公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．90 表 4- 40 薪資保障違反與分配公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．91 表 4- 41 薪資保障違反與程序公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．92
表 4- 42 薪資保障違反與互動公平對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．．．．．93 表 4- 43 心理契約違反與組織公平各子構面對組織承諾及其子構面之階層迴歸分析．．．．．．．．．．．．94 表 5- 1 研究假設驗證結果彙總．．．．．．．．．．．． 95
圖目錄
圖 1-1 研究流程．．．．．．．．．．．．．．．．．． 4 圖 3-1 研究架構．．．．．．．．．．．．．．．．．． 35 參考文獻
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