心理契約履行、信任與員工績效關係之研究-以高科技產業為例

The Study of Psychological Contract Fulfillment, Trust, and Employee Performance：A Sample of the Employees in High-tech Industry

楊美芳(Mei-Fang Yang)

指導教授 ： 徐郁茹

長榮大學/管理學院/企業管理研究所/碩士(2006年)

摘要

政府對高科技產業的重視可由2008年政府提出的「兩兆雙星」計劃而見。在台灣發展高科技產業的努力過程中，「人才」一直是主要問題。又高科技產業盛行「以股票換取人才」的做法，似乎只能於短期獲得員工的投入。現今勞僱關係的改變，使員工無需再對組織從一而終，有別於傳統契約關係的心理契約，強調的是員工與組織彼此相信他方會遵循應盡的義務與契約內容。
本研究以個體層次的觀點，檢視心理契約履行、信任及員工績效(任務績效與組織公民行為)之關係，並以高科技產業員工為研究對象。研究結果發現：(1)心理契約履行對信任有正向顯著的影響；(2)心理契約履行對組織公民行為有部分正向顯著的影響，而對任務績效無顯著的影響；(3)信任對組織公民行為有正向顯著的影響 (4)信任在心理契約履行(交易型與關係型)與組織公民行為間具有顯著的中介效果，交易型心理契約履行與任務績效間具有顯著的中介效果，但關係型心理契約履行與任務績效間並無顯著的中介作用。
本研究結果期望能提供給高科技產業之主管人員參考，並對此類議題有深入的認識與瞭解。

關鍵字

心理契約履行 ； 信任 ； 員工績效 ； 任務績效 ； 組織公民行為

並列摘要

From 2008’s “Two Trillion Twin Stars” project, we can tell that the government has pay much attention to the high-tech industry. The major problem of developing the high-tech industry in Taiwan is human resources. High-tech industries are popular in using profit sharing to attract talents, but can only see the short term effort. Facing the change of the employer-employee relationship nowadays, the employees don’t have to work for one employer for their whole life any more. Different from traditional contract relationship, psychological contract stresses for each employee and employer to believe that both parties will go by the content of contract based on the principle of reciprocity and then to carry out their obligations respectively.
This research regards individual level as the starting point to investigate the relationships among psychological contract fulfillment, trust, and employee outcomes (task performance & organizational citizenship behavior)。The subject of this study is primarily focused on the employees in the high-tech industry. The results reveal that (1) psychological contract fulfillment has positive and significant influences on trust ; (2) psychological contract fulfillment has partially positive and significant influences on organizational citizenship behavior but not on task performance; (3) Trust has positive and significant influences on employee outcomes ; (4)trust has the significant intervening effects between psychological contract fulfillment (Transactional psychological contract & Relational psychological contract) and organizational citizenship behavior；trust has the significant intervening effects between Transactional psychological contract fulfillment and task performance, but served no significant intervening effects for Relational psychological contract and task performance.
The research results could provide a reference for high-tech managers to gain an in-depth understanding of issues relating to psychological contract, trust, task performance, and organizational citizenship behavior.

並列關鍵字

Psychological Contract Fulfillment ； Trust ； Employee Outcomes ； Task Performance ； Organizational Citizenship Behavior

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