| 摘要: | 在企業組織中，當僱傭關係成立後，個體會對組織有所期望，而組織也對個體有所期待，這種組織和其成員之間所存在的非正式的期待，即為心理契約的基本概念（Schein，1965）。而組織中可能存在的心理契約類型有交易型、關係型與平衡型等不同類型的心理契約，本研究的目的即在於探討不同類型的心理契約、組織氣候以及工作中的他人回饋對工作結果（工作滿意度、工作績效、組織工民行為）的影響，以及組織氣候對心理契約與工作結果間的中介效果。此外，他人回饋對組織氣候與工作結果間的調節效果也是本研究探討的議題之一。 本研究以台灣地區的工作者為研究對象，利用紙本問卷與網路問卷進行施測，共蒐得608份有效樣本，其中男性為284名（46.9%），女性322名（53.1%），平均年齡為37.85歲。量表經驗證性因素分析確定量表的信效度，並以相關分析與階層迴歸分析進行研究假設的檢驗。研究結果發現交易型心理契約會對工作滿意度與組織公民行為造成負向的影響，關係型心理契約與平衡型心理契約則對工作滿意度、工作績效、組織公民行為形成正向的影響；組織氣候對部分心理契約與工作結果存在中介效果；他人回饋會正向調節組織氣候與工作績效、組織公民行為間的關係。 就對實務的意義而言，組織多實踐關係型、平衡型心理契約義務，增加工作的他人回饋，使員工知覺到的組織氣候較佳時，能提高員工之工作滿意度，增加員工績效，亦可使員工展現較多的組織公民行為。因此本研究的研究成果，對學術或實務界的應用上，均具有正面效益。 When the employment relationship established, individual will have expectations on organizations, and organizations also have something to look forward, this organization and its members existence the expect of informal, namely the basic psychological contract concept (Schein, 1965). The organization may exist in the psychological contract types include transactional psychological contract, relational psychological contract, balanced psychological contract, the purpose of this study is to explore the psychological contract type of organization, organizational climate and feedbacks from others on the results (work satisfaction, job performance, job satisfaction) of the impact and organizational climate on the psychological contract between the intermediary and the effect of the results, and feedback from others on the results of the work between organizational climate and moderating effects. In this study, workers in Taiwan as the research object, using paper and Internet questionnaire questionnaire construction survey, a total of 608 valid samples were found, including 284 men (46.9%) and females 322 (53.1%) The average age was 37.85 years. The results show that transactional psychological contract will causes negative effects on job satisfaction and organizational citizenship behaviors ,but relational psychological contract and balanced psychological contract on job satisfaction, job performance, organizational citizenship behavior has a positive influence; organization climate on the part of the psychological contract and the existence of intermediate results of the work results; feedback from others will be positive moderating the organizational climate and job performance, organizational citizenship behavior . |
