心理契約、組織承諾及創新行為關聯性研究

現今社會快速變遷，市場競爭激烈，企業必須面臨世代快速變遷之挑戰，唯有透過企業變革及創新，才能迎合世代之需求，長久生存，學者黃奎綸 (2003)指出企業成長之主因在於「人」。企業必須透過心理契約之方式，與員工建立良好之互惠關係，增加員工之組織承諾，使員工願為組織付出貢獻，並提高創新行為與工作績效之表現。本研究以清雲科技大學夜間進修部在職學生及北區某一群體社會人士進行探討，採取問卷調查法，其研究結果如下：1.心理契約與組織承諾呈部份正相關；2.組織承諾與創新行為呈正相關；3.心理契約與創新行為呈正相關；4.組織承諾在心理契約與創新行為有中介效果。

關鍵字

心理契約；組織承諾；創新行為

並列摘要

Currently, with the rapid social change and intense market competition, enterprises must face the challenges that generations replace rapidly. To meet the need of changes of the generations and survive longer, the business change and innovation is the only way. Scholar Huang (2003) indicated that the main factors of the growth of the business is “person”. Enterprises must use the ways of psychological contract to build the good mutual relations with employees, increase the organizational commitment of employees, let employees’ contribution to organization willingly, and thus raise the innovation behavior and job performance. This study conducted questionnaire survey, using the night continued students in Ching Yun University and some certain group of people in North Taiwan as research targets. The results showed that psychological contract has a positive significant effect on organizational commitment; organizational commitment has a positive significant effect on innovation behavior; psychological contract has a positive significant effect on innovation behavior; and organizational commitment has a mediating effect on the relationship between psychological contract and innovation behavior.