組織公平、組織承諾與離職傾向之關係研究-以心理契約為調節變項

A Study on the Relationships of Organizational Justice, Organizational Commitment and Turnover Intention- Psychological Contract as a Moderator

蔡志豪(Chih-Hao Tsai)

指導教授 ： 夏康寧

元智大學/管理學院/經營管理碩士班(領導學程)/碩士(2012年)

https://doi.org/10.6838/YZU.2012.00123

摘要

組織內通常會有一些員工是能力較為出色的，就因為他們的能力較為出色，與組織的互動關係也就較為平凡，每當公司有重大的案件或是棘手的案件時，主管通常會傾向將事務交付予這些員工，隨著交付的時間與次數的增加，若組織沒有給予這些員工相對等的回報時，他們會漸漸對組織產生不信任感，嚴重的話可能會產生離職的念頭。然而這些表現較好的員工通常都是組織內的重要資產，他們的離職對公司而言是一大損失，因此如何留住這些好員工是組織必須正視的問題。從員工知覺到組織的不公平到產生離職的行為，這之中隱含了哪些機制呢？為何有些員工知覺到不公平卻還願意留在公司？這之中非常重要的因素就是員工對於組織的承諾，因此本研究欲探討的是員工從知覺到組織不公平到整個離職行為過程中，組織承諾所扮演的角色。
過去文獻指出組織承諾為預測員工離職意圖的重要因素，然而組織公平為影響員工組織承諾的重要因素之一，因此如何降的組織公平對組織承諾所造成的影響就成為非常重要的議題，故本研究將組織承諾作為組織公平與離職傾向之中介變數，探討組織承諾在組織公平與離職傾向中的中介效果。而不同的員工對於與組織公平與組織承諾的感受程度有所不同，組織應該要清楚的了解員工對組織心態才能夠有效的留住員工。因此本研究將員工的心理契約做為調節變數，探討不同心理契約的員工對組織公平與組織承諾的調節效果。
根據本研究之驗證結果得知：
1.組織公平對員工的組織承諾有正向影響效果。
2.組織承諾為組織公平與離職傾向之中介變數。
3.關係型契約對組織公平與組織承諾之關係具調節效果。

關鍵字

組織公平 ； 離職傾向 ； 組織承諾 ； 心理契約

並列摘要

In the Organization, that usually have some good performance of employees relatively, when company face important or difficult cases, the director usually tend to deliver to these employees, although with the numbers and times increase, if the company doesn’t give satisfactory returns for these employees, they will gradually generate distrust of the organization. However, these employees whom have the better performance are usually the organization's important assets; their turnover is a big loss for company, so how to retain those good employees is the organization must be addressed.
From the employee perceived organization unfair to generate turnover behavior, which implies that among the mechanism? Why do some people feel unfair but they still stay in the company? The employees for the organization's loyalty is a very important factor, so this study will explore the process that from employee perception unfair to leaving the organization, but for different employees they have different views on the organization, the organization should to completely understand the mentality of employees to be able to effectively retain employees.
In the past literature, that indicates organizational commitment is an important factor to predict employee turnover intentions, however organizational justice is one of the important factors to affect the employee's organizational commitment, so how to reduce the effect between organization justice and organizational commitment has become a very important issue. Therefore, this study is to understand organizational justice with organizational commitment and turnover intention affect.
Independent variables is organizational justice, according to equity theory, and organizational justice is divided into distributive justice, procedural justice and interactive justice; Mediator variables is organizational commitment, according to Meyer (1993) put forward the view will be divided into continue commitment, affective commitment and normative commitment three dimensions; Intervening variables is the psychological contract, according to MacNeil (1985) psychological contract will be divided into two types transactional contract and relational contract.
This study will use survey methods to study that expected to recycle 300 valid samples, and results of the analysis of relevant theory and implications on the management and future research recommendations.

並列關鍵字

Organizational justice ； Organizational commitment ； Turnover intention ； Psychological contract

參考文獻

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