派遣員工之心理契約滿足對工作投入、離職傾向影響之研究—以組織公正為干擾變項

A Study of the Relationships among Agency Workers’ Psychological Contract, Job Involvement, and Turnover Intention—The Moderating Effect of Organizational Justice

吳忠憲(Chung-Hsien Wu)

指導教授 ： 徐郁茹

長榮大學/管理學院/企業管理研究所/碩士(2008年)

https://doi.org/10.6833/CJCU.2008.00188

摘要

本研究試圖探討派遣員工心理契約滿足的主要項目-優渥的福利、注重溝通與分享的文化、完善的制度、職涯發展、成就感以及薪酬對工作投入及離職傾向的影響，以及組織公正對派遣員工心理契約滿足與工作投入及離職傾向的干擾作用。本研究之施測對象為台灣地區之派遣員工，選擇派遣員工比例較高的高科技製造業與金融服務業之要派公司為主要抽樣對象，共收得171份有效問卷。

研究結果發現：(1)「注重溝通與分享的文化」之心理契約滿足對工作投入有顯著正向影響。(2)「職涯發展」之心理契約滿足對離職傾向有負向顯著影響。(3)組織公正知覺對派遣員工心理契約滿足與工作投入及離職傾向並無干擾作用。最後本研究根據研究結果，進一步說明未來研究方向及管理上的實務意涵。

關鍵字

派遣員工 ； 心理契約 ； 工作投入 ； 離職傾向 ； 組織公正

並列摘要

The major purposes of this study aim to explore whether the agency workers’ satisfaction level of psychological contract in relation to benefits, culture emphasizing on sharing and communication, well-defined system, growth, a sense of achivement, and rewards affect their job involvement and turnover intention. And the moderating effect of organizational justice between the satisfaction level of psychological contract and job involvement and turnover intention was examined respectively. This research primarily focuses on agency workers of Taiwan, the main samples are the high-tech manufacturing companies and the financial institutions. Of the questionnaires being distributed via internet, 171 were valid questionnaires.

The findings of the study are as followings:
(1)「culture emphasizing on sharing and communication」of psychological contract had positive and significant effects on job involvement;
(2)「growth」of psychological contract had negative and significant effects on turnover intention.
(3) Organizational justice did not moderate the relationships between the satisfaction level of psychological contract and job involvement as well as turnover intention.

並列關鍵字

Agency Workers ； Psychological Contract ； Job Involvement ； Turnover Intention ； Organizational Justice

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