員工僱用身分對其工作態度及行為的影響

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許美鳳(May-Feng Shu) 查詢紙本館藏

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企業管理學系

論文名稱

員工僱用身分對其工作態度及行為的影響

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摘要(中)

在非典型僱用關係於業界迅速成長，並蔓延至政府機關的背景下，本研究以社會交換理論及社會比較理論為分析架構，探究員工僱用身分對其工作態度及行為的影響。在以桃竹苗稅捐稽徵機關之臨時員工與正式員工為樣本的調查中發現，相較於正式員工，臨時員工對雇主的心理契約期待較少，展現較少的組織公民行為，另外雇主履行心理契約與情感性組織承諾的關係受僱用身分的干擾，干擾的方式是對正式員工的影響大於對臨時員工的影響，也獲得證實。這些結果顯示，僱用身分在僱用關係中確實扮演一個重要的角色，不同的僱用身分，不但會影響員工如何看待自己與雇主間的交換關係，在行為上也會表現出他們對交換關係的回應。研究的結果也如社會比較理論所預期，僱用身分對臨時員工的態度與行為產生負面的影響。不過和假設相反，臨時員工的情感性組織承諾比較高。文中對這些結果的意涵進行討論，並對人力資源管理者與後續研究提出建議。

關鍵字(中)

★ 心理契約
★ 情感性組織承諾
★ 非典型僱用關係
★ 僱用身分
★ 工作身分
★ 組織公民行為
★ 社會交換理論
★ 社會比較理論

關鍵字(英)

★ work status
★ Nonstandard employment relations
★ psychological contract
★ employment status
★ affective organizational commitment
★ Organizational Citizenship Behavior
★ social exchange theory
★ social comparison theory

論文目次

目錄
第一章緒論....................................................1
第一節研究的背景與動機......................................1
第二節研究目的..............................................4
第二章文獻探討..................................................5
第一節典型僱用與非典型僱用..................................5
第二節心理契約、情感性組織承諾與組織公民行為...............11
第三節員工僱用身分對其工作態度及行為的影響.................17
第三章研究方法.................................................31
第四章資料分析與統計結果.......................................36
第一節敘述性統計及基本資料分析.............................36
第二節統計結果.............................................39
第五章結論與建議...............................................45
第一節研究結論與討論.......................................45
第二節研究貢獻及對管理實務的意涵...........................49
第三節研究限制及對後續研究之建議...........................52
參考文獻.....................................................53
附錄....................................................59

參考文獻

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指導教授

葉穎蓉(Ying-Jung Yeh)

審核日期

2003-7-14

推文