本研究旨在瞭解外派顧問人員的「心理契約」、「工作滿意」與「離職傾向」之關係。本研究採用「心理契約量表」、「工作滿意度量表」及「離職傾向量表」作為蒐集實證資料的工具,以工程顧問公司外派顧問人員至某鋼鐵廠建廠技術支援專案人員為對象,採抽樣方式進行調查,共發出125份問卷,回收120份問卷,回收率96%,剔除無效問卷10份,有效問卷110份,有效問卷回收率92%。本研究應用因素分析、變異數分析、皮爾森相關分析與多元逐步迴歸分析等方法考驗研究之假設。本研究結果如下: 一、本研究編制外派顧問人員的心理契約、工作滿意與離職傾向量表均具有良好的信度與效度。 二、不同年齡、工作年資及學歷的外派顧問人員對心理契約、工作滿意與離職傾向有顯著差異。 三、外派顧問人員的心理契約、工作滿意與離職傾向之間存在顯著相關。 四、心理契約、工作滿意對外派顧問人員的離職傾向具有預測力。
This study aims to explore the relationship among psychological contract, job satisfaction, and turnover intention of dispatched consulting engineers. Questionnaire survey is performed to collect data. The subjects are the dispatched professional employees of the engineering consulting companies who are assigned to execute the construction project for a steel plant. 125 questionnaires were randomly distributed and 120 were collected where 110 (with 92%) were valid. The methodology of this research includes the factor analysis, multi-variable analysis of variance (MANOVA), Pearson correlation coefficient analysis, and stepwise multiple regression analysis. The results from this study are as follows. 1.The questionnaires for measuring psychological contract, job satisfaction and turnover possess good validity and reliability. 2.For dispatched consulting engineers with different background do have significant difference in psychological contract, job satisfaction, and turnover intention. 3.For dispatched consulting engineers, there exist significant correlation among psychological contract, job satisfaction, and turnover intention. 4.For dispatched consulting engineers, turnover intention can be significantly predicted by psychological contract and job satisfaction variables.