研究結果發現：(1)組織社會化對約聘員工展現公民美德具有正向影響。(2)組織社會化對約聘員工展現忠誠提倡具有正向影響。(3)組織社會化對約聘員工的組織認同具有正向影響。(4)組織認同對約聘人員展現公民美德具正向影響。(5)組織認同對約聘人員展現忠誠提倡具正向影響。(6)組織認同會中介影響約聘員工組織社會化與公民美德之關係。(7)組織認同會中介影響約聘員工組織社會化與忠誠提倡之關係。(8)約聘員工的成就需求特質會正向調節組織社會化之工作訓練構面與組織認同之關係。(9)約聘員工的成就需求特質不會調節組織社會化之了解組織、同事支持、未來期望構面與組織認同之關係。 ;In today′s era of rapid change, to alleviate the high pressure and competition, companies try to employ atypical employment patterns to control labor costs and meet the demand for flexible use of manpower. Such an employment model will also become a future workplace trend, and how the organizations enable atypical workers to establish organizational identification, and even demonstrate behaviors that are beneficial to the organization and beyond the requirements of job roles, is one of the management issues that companies are gradually paying attention to. Therefore, this study focuses on contracted workers, exploring the relationship between organizational socialization, organizational identification, civic virtue, and loyal boosterism, and to explore the moderating effect of the need for achievement between organizational socialization and organizational identification.
In this study, a structured questionnaire survey was conducted through SurveyCake, and a total of 299 valid questionnaires were collected. The results are found that: (1) Organizational socialization has a positive impact on contracted workers’ display of civic virtue. (2) Organizational socialization has a positive impact on contracted workers’ display of loyal boosterism. (3) Organizational socialization has a positive impact on the organizational identification of contracted workers. (4) Organizational identification has a positive impact on contracted workers’ display of civic virtue. (5) Organizational identification has a positive impact on contracted workers’ display of loyal boosterism. (6) Organizational identification has mediating effect between contracted workers’ organizational socialization and civic virtue. (7) Organizational identification has mediating effect between contracted workers’ organizational socialization and loyal boosterism. (8) The trait of need for achievement of contracted workers has a positive moderating effect between training (an aspect of organizational socialization) and organizational identification. (9) The trait of need for achievement of contracted workers has no moderating effect between understanding, co-worker support and future prospects (aspects of organizational socialization) and organizational identification.
