發展性人力資源活動，關係型心理契約與員工工作投入

Human Resource Development, Relational Psychological Contract and Job Involvement

曹鳳珍(Feng-Jen Tsao)

指導教授 ： 劉念琪

國立中央大學/管理學院/人力資源管理研究所碩士在職專班/碩士(2012年)

摘要

雇主與員工間除了法定的勞動契約外，另一種存在組織與員工間，無法目測、內隱、對於彼此義務期待的信念，稱之為「心理契約」(Psychological Contracts)。心理契約如同組織與員工間的黑盒子，紀錄彼此間期待與結果的點滴。過去研究將心理契約分為交易型及關係型二類，本研究主要探討，在企業提供發展性人力資源之「訓練發展」及「生涯規劃」二項活動後，對於員工關係型心理契約感知如何？不同年齡工作者是否會有差異？同時透過關係型心理契約展現在員工工作投入的影響性。
本研究資料樣本為台灣地區上市(櫃)公司的員工，首先於2011年12月，針對台灣地區上市(櫃)公司之人力資源部門發放「2011/2012台灣企業人力資源管理活動研究調查」問卷，共計發出81家，回收75家，回收率92.6%；又於2012年2月底陸續發出「工作特性、工作環境與職家平衡調查」問卷，共計發出1,875份，回收1,520份，回收率81.1%。填答資料以相關分析及階層迴歸分析，進行研究假設的檢驗。
研究結果對於，提供「訓練發展」及「生涯規劃」二項發展性人力資源活動對關係型心理契約有正向促進影響的研究假設獲得支持，然而在對工作投入的影響性，「訓練發展」活動未有顯著因果關係，而「生涯規劃」則是有正向影響。此外，企業提供發展性人力資源活動之「訓練發展」予員工後，關係型心理契約不會因年齡而有所差異；但在「生涯規劃」上，年長工作者相較年輕工作者對「生涯規劃」活動，展現出的關係型心理契約更為強烈。
過去許多針對心理契約的實證研究結果顯示，員工具正向之心理契約，除與工作滿意度呈正向關係外，與公司財務績效、員工勞動力亦有助益。因此研究的研究成果，對於學術及實務界，尤其在人力資源發展(HRD)工作的應用上，具有正面效益。

關鍵字

年齡 ； 工作投入 ； 關係型心理契約 ； 發展性人力資源活動

並列摘要

Besides statutory employment contract, there is another type of contact called “Psychological Contract”; a contract represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. A psychological contract is like a black box existed in the organization that records the expectation and result of the implicit obligations between the firm and its workers. The studies in the past divided psychological contract into two types: Transitional and Relational. This study is to understand the change of employee perception about the relational psychological contract, after the organization conducts “Training & Development” and “Career Development” programs for human resource development practices(HRD). Further, we explored the differences among employees with different ages and the effect of their job involvement via the relational psychological contract for HRD practices conducts.
In this study, we used publicly traded companies in Taiwan as the sampling base. In December of 2011, we issued a survey “2011/2012 Taiwan Enterprise Human Resource Management Research” to 81 companies’ human resource departments. There were 75 companies responded; the return rate was 92.8%. In February of 2012, we issued another survey “Work Attribute, Work Environment, and Work-Life Balance Investigation”. The total number of forms issued was 1,875. We received 1,520 responses; the return rate was 81.1%. We then used relevance analysis and layered regression analysis methods to perform tests on our research hypothesis.
Our research results showed positive influences on the overall perceptions of relational psychological contract via “Training & Development” and “Career Development” activities. On the job involvement front, the study results showed a positive effect via the “Career Development” activity, but the relationship with “Training & Development” on the other hand was undecided. Furthermore, after the companies provided “Training & Development” program to employees, there was no differentiation among ages toward the relational psychological contract, while “Career Development” activity had a strong connection toward the relational psychological contract for elder workers.
Many researches in the past indicated the work satisfaction had positive relationship with the psychological contract. As a result, it could create positive impacts on the company financial performance and the employees’ productivity. Similarly, our study is expected to have a positive contribution to the academic.

並列關鍵字

Job Involvement ； Age ； Human Resourcement Development ； Relational Psychological Contract

參考文獻

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