組織變革抗拒、心理契約違反與工作倦怠之關聯研究

本研究試圖從員工知覺心理契約違反的角度切入，來探討組織心理契約違反後的員工，透過負面的情緒反應-組織變革抗拒態，進而影響工作表現的行為，產生工作倦怠感的影響效果；以台灣一般企業員工為研究對象，有效回收問卷252份，使用SPSS統計軟體分析之研究方法-敘述性分析、因素分析、信度及效度分析、相關性分析、變異數分析及迴歸分析得到分析結果，分別就其結果對學術與管理層面提出其看法。對本研究各項假設進行問卷資料分析，其研究結果為： 1.組織變革抗拒對於工作倦怠具有正向的顯著影響，假設成立。 2.組織變革抗拒對於心理契約違反具有正向的顯著影響，假設成立。 3.心理契約違反對於工作倦怠具有正向的顯著影響，假設成立。 4.心理契約違反對組織變革抗拒與工作倦怠之間具有中介效果，假設成立。

關鍵字

組織變革抗拒；心理契約違反；工作倦怠

並列摘要

This research tries to examine the relationship between employee the mediation of resistant attitude toward organizational change and employee job burnout through the perceived psychological contract breach. This studying uses a questionnaire survey to conduct statistical analysis on the staff of general enterprise and distributes online questionnaires in a convenient sampling method. A total of 252 valid questionnaires were collected SPSS statistical software was used to conduct narrative analysis, factor analysis, reliability, validity analysis, correlation analysis and variation numerical analysis and regression analysis., the questionnaire data analysis on the various hypotheses of this research, the research results are as below: 1.The resistance in organizational change has a significant positive impact effect on job burnout and the hypothesis holds. 2.The resistance in organizational change has a significant positive impact effect on psychology contract breach and the hypothesis holds. 3.The psychology contract breach has a significant positive impact effect on job burnout and the hypothesis holds. 4.Psychological Contract Breach had mediating effect on the relationship between the resistance in organizational change and job burnout.