本研究主要探討組織變革抗拒、心理契約違犯、組織犬儒、組織承諾及退卻行為之間的關係，利用網路將電子問卷內容發放給台灣各產業的在職人士，共回收252份。本研究以描述性統計分析、信度分析、效度分析、相關分析及階層迴歸分析來檢驗變項之間的關係。研究結果顯示：(1)組織變革抗拒與組織承諾具有負向關係；(2)組織變革抗拒與退卻行為具有正向關係；(3)心理契約違犯與組織犬儒具有正向關係；(4)心理契約違犯在組織變革抗拒與組織承諾間具有部分中介效果；(5)心理契約違犯在組織變革抗拒與退卻行為間具有部分中介效果；(6)組織犬儒在組織變革抗拒與組織承諾間具有完全中介效果；(7)組織犬儒在組織變革抗拒與退卻行為間具有部分中介效果。綜合上述的研究結論，本研究提出管理意涵，並針對未來的研究提出相關之建議。;The study delves into the relationships among organizational change resistance, psychological contract breach, organizational cynicism, organizational commitment, and withdrawal behavior. Data were collected through online survey and analyzed. It is found that organizational change resistance is negatively related to organizational commitment and positively related to withdrawal behavior. Psychological contract breach is positively related to organizational cynicism. Psychological contract breach partially mediates the relationships among organizational change resistance, organizational commitment and withdrawal behavior. Organizational cynicism fully mediates the relationship between organizational change resistance and organizational commitment. It also partially mediates the relationship between organizational change resistance and withdrawal behavior. Drawn on to the findings, managerial implications and suggestions for future research are thus discussed.
