員工─組織交換關係、心理契約實現與員工績效之關聯性研究-以領導者─部屬交換關係和知覺組織支持為干擾變數

李雅惠

doi:10.6844/NCKU.2010.00207

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員工─組織交換關係、心理契約實現與員工績效之關聯性研究-以領導者─部屬交換關係和知覺組織支持為干擾變數

The Relationship among Employee-Organization Relationship, Psychological Contract Fulfillment, and Employee’s Performance-Moderating Effect of Leader-member Exchange and Perceived Organizational Support

李雅惠 , Masters　　Advisor：史習安　　

繁體中文 DOI： 10.6844/NCKU.2010.00207

員工─組織交換關係；心理契約實現；領導者─部屬交換；知覺組織支持；績效； Employee-organization relationship ； Psychological contract fulfillment ； Leader-member exchange ； Perceived organizational support ； Performance

Abstract │ Reference (109) │ Altmetrics

Abstract 〈TOP〉

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This research is designed to better understand how employee-organization relationship influences psychological contract fulfillment. Meanwhile, this study also wants to investigate the impact of psychological contract fulfillment on employee’s performance. Moreover, we also try to examine the mediating role of psychological contract fulfillment and the moderating effects of leader-member exchange and perceived organizational support.
In this research, two versions of questionnaires were used: the HRM manager version and the direct subordinate version. We sent 500 questionnaires to electronic companies in Taiwan. 123 matched questionnaires are usable and the final return rate is 24.06%. After collecting multi-sources data from the high-tech companies, we use Hierarchical Regression Analysis to examine the model fit and test research hypotheses. 
Our findings can be summarized as follows. First, there is the positive relationship between employee-organization relationship and psychological contract fulfillment. Secondly, psychological contract fulfillment is positively associated with performance. Finally, psychological contract fulfillment partially mediates the relationship between employee-organization relationship and psychological contract fulfillment. 
The research’s most important contribution is that it’s the first empirical research to treat psychological contract fulfillment as the mediator, and demonstrate the mediating effect does exist. Furthermore, we also prove that employee-organization relationship have the positive impact on psychological contract fulfillment which hasn’t been found out in previews research. Besides, this study is also the first empirical study to integrate all these variables in the same model. These findings may contribute to the academic research and practical implications.

Reference ( 109 ) 〈TOP〉

Arthur, J. B. (1992). The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, 45, 488-506.
連結：
Arthur, M. B., and Rousseau, D. M. (1996). The boundaryless career as a new employment principle, In M. G. Arthur and D. M. Rousseau (Eds.) . The Boundaryless Career: A New Employment Principle for a New Organizational Era (New York: Oxford University Press) , 3-20.
連結：
Aryee, S. A., Budhwar, P., & Chen, Z. (2002). Trust as a mediator of the relationship between organizational justice and organizational outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23, 267-285.
連結：
Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational behavior, 24, 491-509.
連結：
Bauer, T. N. and Green, S. G. (1996). Development of leader-member exchange: A longitudinal test. Academy of Management Journal, 39, 67-1538.
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