由心理契約檢視員工工作身份對工作態度與行為的影響－以公部門的約聘人員為例

Examining the Effects of Work Status on Employee Attitude and Behavior from the Perspectives of Psychological Contracts-An Example of Contract Workers in Public Sector

葉穎蓉(Ying-Jung Yeh)

《人力資源管理學報》 4卷4期 (2004/12) Pp. 105-129

https://doi.org/10.6147/JHRM.2004.0404.06

摘要

非典型僱傭關係，如暫時性工作、部分工時工作、約聘僱工作以及短期工作等，近幾年來一直被認為是增加企業人力彈性的利器。本研究以政府單位的員工為樣本，以社會交換理論為架構，來探討員工心理契約在不同工作身份別下的影響。研究調查中發現：對於雇主應履行的義務，正式員工與臨時員工並沒有差別的期待，不過，在契約的履行上，正式員工比起臨時員工在關係型心理契約上，感受到雇主較正面的回應。這個調查中發現，臨時員工有較高的情感性組織承諾，但在主管評量下，正式員工有較高程度的組織公民行為。另外，本研究亦發現僱傭身份的調節影響，也就是，心理契約的履行程度對正式員工的情感性組織承諾有較強的影響。這些結果顯示，僱用身分不但會影響員工如何看待自己與雇主間的交換關係，心理契約被實現的程度，也會反應在員工工作態度與行為上。文中對這些結果進行討論，並提出建議。

關鍵字

非典型工作安排 ； 工作身份 ； 心理契約 ； 情感性組織承諾 ； 組織公民行為

並列摘要

Non-standard work arrangements, known as contingent work, part-time work, contract work, short-term employment etc. have been recognized as one of the strategies to increase firms' flexibility and competitive advantage. Based on the social exchange theory, this study investigated the effects of work status on employees' attitudes and behaviors in the public sector from the perspective of psychological contract.
The results suggested the regular employees and contract workers did not differ on their expectations of what employers should do to them (i.e. perceived employer's obligation), but regular employees perceived higher fulfillment of relational psychological contract than contract workers. The study also showed contract workers had higher affective commitment, and regular employees were rated by the managers to have more organizational citizenship behaviors (OCBs). The moderating effect of work status was also found to be significant on the relationship between the fulfillment of psychological contract and the affective commitment. The research and management implications were also discussed.

並列關鍵字

contingent work arrangement ； work status ； psychological contract ； affective organizational commitment ； organizational citizenship behavior

參考文獻

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