心理契約違反與職場偏差行為、離職意圖之探討：以員工傳統性、知覺處罰可能性、知覺同事支持為調節變項

The Effect of Psychological Contract Breach on Workplace Deviance Behavior and Turnover Intention: The Moderating Effect of Traditionality, Likelihood of Punishment and Perceived Coworker Support

賴育廷(Yu-Ting Lai)

指導教授 ： 郭建志

中原大學/理學院/心理學研究所/碩士(2005年)

https://doi.org/10.6840/cycu200500185

摘要

在全球化的趨勢下，組織與員工的關係不再如過去的穩定，了解員工與組織間的關係成為企業與研究者關心的議題，因此，本研究試圖從心理契約的角度探索此關係，了解當員工心理契約遭違反時，對員工的職場偏差行為與離職意圖之影響。此外，本研究從社會文化脈絡、組織脈絡、人際互動脈絡三個方面來考量，員工傳統性、知覺處罰可能性、以及知覺同事支持是否具有調節心理契約違反與員工職場偏差行為及離職意圖的關係。本研究採用便利性抽樣的調查方式，並使用對偶設計之問卷法收集資料，受試者為各企業的員工，總共收回了389筆資料。研究結果發現：(1)心理契約的違反確實導致員工的職場偏差行為及離職意圖的提升。(2)員工傳統性具有調節心理契約違反與員工自評組織面職場偏差行為之關係，但其方向與研究假設相反，即高傳統性的員工，其心理契約違反與自評組織面職場偏差行為的關連較高。(3)知覺處罰可能性具有調節心理契約違反與員工自評組織面職場偏差行為之關係，即知覺處罰可能高的員工，其心理契約違反與自評組織面職場偏差行為的關連較低；知覺處罰可能性具有調節心理契約違反與他評人際面職場偏差行為的關係，但其方向與研究假設相反，即知覺處罰可能性高的員工，心理契約違反與他評人際面職場偏差行為的關連較高。(4)知覺同事支持具有調節心理契約違反與員工離職意圖之關係，但其方向與研究假設相反，即知覺同事支持高的員工，心理契約違反與離職意圖的關連較高。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

知覺同事支持 ； 員工傳統性 ； 離職意圖 ； 心理契約違反 ； 職場偏差行為 ； 知覺處罰可能性

並列摘要

Under the trend of globalization, the relationship of organizations and employees are no more stable than the past. To understand the relationship between employees and organizations becomes the core issue that enterprising and researches urge to discuss. Therefore, this study intends to explain the relationship from the view of psychological contracts and to find psychological contract breach influences workplace deviance behavior and turnover intention. Furthermore, from the consideration of three aspects- sociocultural contexts, organizational contexts and interpersonal contexts, whether traditionalty, likelihood of punishment and perceived support of coworker could moderate the relationship among psychological contract breach, workplace deviance behavior, and turnover intention. In this study, the author uses convenient sampling. 389 subjects are the employees from the variety of firms. The research found out: (1) Psychological contract breach indeed leads to the increment of workplace deviance behavior and turnover intention. (2)Traditionality moderates the relationship of psychological contract breach and self-report organizational deviance behavior, but the result of interaction trend violates the hypothesis. (3) Likelihood of perceived punishment moderates the relation of psychological contract breach and self-report organizational deviance behavior. Likelihood of perceived punishment moderates the relation of psychological contract breach and cowork-report interpersonal deviance behavior, but the result of interaction trend is counter to the initial hypothesis. (4)Perceived support of coworker has moderating effect of the relationship of psychological contract breach and turnover intention, but the result of interaction trend is counter to the initial hypothesis.

並列關鍵字

workplace deviance behavior ； traditionality ； psychological contract breach ； likelihood of punishment ； turnover intention ； perceived coworker support

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