心理契約為員工與組織對彼此相互義務的一種期望,是維持員工與組織和諧關係的必要條件之一。因此,員工與組織間彼此間的忠誠與信賴就顯得特別重要,而心理契約則是維持彼此關係的重要因素之一。 本研究目的為了解我國航空公司地勤人員領導-成員交換關係、心理契約對組織承諾的影響,是否會受到心理契約的中介作用影響。本研究之主要研究對象為我國航空公司地勤人員,總計發放350份問卷,回收有效問卷311份,約占整體88%。本研究主要使用結構方程模式進行假設驗證,實證結過如下: (一) 領導-成員交換關係與組織承諾之正向關係程度強。 (二) 領導-成員交換關係與心理契約之關係正向程度強。 (三) 心理契約與組織承諾之關係正向程度強。 (四) 心理契約會部分中介領導-成員交換關係與組織承諾之影響。
Psychological contract is an employee’s belief about the mutual obligations, and the relationship between the employee and his/her organization. Therefore, the employee’s belief and loyalty become more important to maintain the balance of relationship between the employee and the organization. The propose of this research is clarified psychological contract, we tested psychological contract mediate how leader-member exchange and organization commitment. The study obtained data from 311 employees from Taiwan airlines’ ground stuff. We use SEM as the research method to verify our hypothesis and views that psychological contract explains how leader-member exchange motivate greater workforce organization commitment. Analysis of the results will be presented in below: First, the relationship between leader-member exchange and organization commitment has positive correlation and effect significantly, then the leader-member exchange and psychological contract have positive correlation and effect. The relationship between psychological contract and organization commitment has positive correlation and effect. In addition to, the psychological contract to the leader-member exchange and organization commitment has intermediate effect partially.