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題名 以社會認定觀點探討心理契約違反與員工角色外行為之關係：中介與調節效果研究
Exploring the Mediating Mechanism and Boundary Conditions of the Relationship between Psychological Contract Violation and Extra-Role Behaviors: The Social Identity-Based Perspective作者 王豫萱
Wang, Yu Hsuan貢獻者 胡昌亞
Hu, Chang Ya
王豫萱
Wang, Yu Hsuan關鍵詞 組織認同
心理契約違犯
組織公民行為
建言行為
主動性人格
主管‐部屬交換關係
工作績效
organizational identification
psychological contract violation
organizational citizenship behavior
voice behavior
proactive personality
leader-member exchange
task performance日期 2014 上傳時間 1-Jun-2015 11:00:57 (UTC+8) 摘要 心理契約違犯是員工在工作場域中感到被組織背叛的一種負向情緒狀態，過往相關研究多以社會交換理論為論述基礎，本研究採用社會認定觀點，探討心理契約違犯與角色外行為間的關係，以及兩者間的中介及調節效果。本研究選擇利組織公民行為(OCBO) 與建言行為來代表具挑戰性但對組織有利的角色外行為，並檢驗組織認同的中介效果。在研究一中，本研究共收集 235 份主管與部屬之對偶問卷，依據 Hayes (2013) 所建議的分析結果顯示，組織認同對心理契約違犯與利組織公民行為具有顯著的中介效果，而此中介效果對資淺的員工較強，且會使與主管交換關係較佳的員工展現較高的利組織公民行為。在研究二中，本研究進一步在兩個不同時間點收集 256 份主管與部屬之對偶問卷，控制員工年資與主管交換關係後的分析結果顯示，組織認同對心理契約違犯與建言行為具有部份中介效果，與主動性人格的三階交互作用顯示，越被動的員工對心理契約破壞的狀況進行向下比較時，心理契約違犯對組織認同的影響較強，而當員工績效較差，且組織內的同事也普遍沒有建言行為時，此中介效果會最強。本研究以社會認定理論為基礎，輔以團隊價值模式、社會訊息處理歷程理論、社會比較理論、及認知失調理論，延伸組織認同對心理契約違犯與角色外行為間的應用性。整體而言，本研究多數假設均符合預期，本文也一併討論研究結果對上述理論的意涵、實務管理建議、研究限制與未來研究方向。
Psychological contract violation is an extreme negative emotional state of employee who feels betrayed in the workplace. Research on psychological contract has traditionally considered social exchange as its dominant theoretical perspective. However, this study argues that the relationship between psychological contract violation and extra-role behaviors can also be explained by the social identity theory. Organizational citizenship behaviors toward the organization (OCBO) and voice behaviors are used to refer to the organization-orientation extra-role behaviors. In study 1, data collected from 235 supervisor-subordinate dyads. Following the analytic steps recommended by Hayes (2013), the findings showed that organizational identification mediated the relationship between psychological contract violation and extra-role behaviors. For senior employees and those who perceived better leader-member exchange (LMX), the mediating effect was stronger to impact employee show more OCBOs. In study 2, data collected from 256 supervisor-subordinate dyads at two-wave time periods. After controlling tenure and LMX, the results showed that organizational identification partially mediated the relationship between psychological contract violation and voice behaviors. The main effect was stronger for those who are less proactive and making less unfavorable comparison. The mediating effect was stronger for those who are worse performed and perceived fewer coworker’s voice behaviors. This study combined social identity theory, group-value model theory, social information processing theory, social comparison theory, and cognitive dissonance theory to develop hypotheses. Practical implications, research limitations, and future directions were also discussed.參考文獻 Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, Calif: Sage Publications.Aquino, K., & Douglas, S. (2003). 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Journal of Labor Research, 32(3), 254-281. doi: 10.1007/s12122-011-9111-zZhao, H. A. O., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680. doi: 10.1111/j.1744-6570.2007.00087.x 描述 博士
國立政治大學
企業管理研究所
98355507
103資料來源 http://thesis.lib.nccu.edu.tw/record/#G0983555071 資料類型 thesis dc.contributor.advisor 胡昌亞 zh_TW dc.contributor.advisor Hu, Chang Ya en_US dc.contributor.author (Authors) 王豫萱 zh_TW dc.contributor.author (Authors) Wang, Yu Hsuan en_US dc.creator (作者) 王豫萱 zh_TW dc.creator (作者) Wang, Yu Hsuan en_US dc.date (日期) 2014 en_US dc.date.accessioned 1-Jun-2015 11:00:57 (UTC+8) - dc.date.available 1-Jun-2015 11:00:57 (UTC+8) - dc.date.issued (上傳時間) 1-Jun-2015 11:00:57 (UTC+8) - dc.identifier (Other Identifiers) G0983555071 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/75398 - dc.description (描述) 博士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所 zh_TW dc.description (描述) 98355507 zh_TW dc.description (描述) 103 zh_TW dc.description.abstract (摘要) 心理契約違犯是員工在工作場域中感到被組織背叛的一種負向情緒狀態，過往相關研究多以社會交換理論為論述基礎，本研究採用社會認定觀點，探討心理契約違犯與角色外行為間的關係，以及兩者間的中介及調節效果。本研究選擇利組織公民行為(OCBO) 與建言行為來代表具挑戰性但對組織有利的角色外行為，並檢驗組織認同的中介效果。在研究一中，本研究共收集 235 份主管與部屬之對偶問卷，依據 Hayes (2013) 所建議的分析結果顯示，組織認同對心理契約違犯與利組織公民行為具有顯著的中介效果，而此中介效果對資淺的員工較強，且會使與主管交換關係較佳的員工展現較高的利組織公民行為。在研究二中，本研究進一步在兩個不同時間點收集 256 份主管與部屬之對偶問卷，控制員工年資與主管交換關係後的分析結果顯示，組織認同對心理契約違犯與建言行為具有部份中介效果，與主動性人格的三階交互作用顯示，越被動的員工對心理契約破壞的狀況進行向下比較時，心理契約違犯對組織認同的影響較強，而當員工績效較差，且組織內的同事也普遍沒有建言行為時，此中介效果會最強。本研究以社會認定理論為基礎，輔以團隊價值模式、社會訊息處理歷程理論、社會比較理論、及認知失調理論，延伸組織認同對心理契約違犯與角色外行為間的應用性。整體而言，本研究多數假設均符合預期，本文也一併討論研究結果對上述理論的意涵、實務管理建議、研究限制與未來研究方向。 zh_TW dc.description.abstract (摘要) Psychological contract violation is an extreme negative emotional state of employee who feels betrayed in the workplace. Research on psychological contract has traditionally considered social exchange as its dominant theoretical perspective. However, this study argues that the relationship between psychological contract violation and extra-role behaviors can also be explained by the social identity theory. Organizational citizenship behaviors toward the organization (OCBO) and voice behaviors are used to refer to the organization-orientation extra-role behaviors. In study 1, data collected from 235 supervisor-subordinate dyads. Following the analytic steps recommended by Hayes (2013), the findings showed that organizational identification mediated the relationship between psychological contract violation and extra-role behaviors. For senior employees and those who perceived better leader-member exchange (LMX), the mediating effect was stronger to impact employee show more OCBOs. In study 2, data collected from 256 supervisor-subordinate dyads at two-wave time periods. After controlling tenure and LMX, the results showed that organizational identification partially mediated the relationship between psychological contract violation and voice behaviors. The main effect was stronger for those who are less proactive and making less unfavorable comparison. The mediating effect was stronger for those who are worse performed and perceived fewer coworker’s voice behaviors. This study combined social identity theory, group-value model theory, social information processing theory, social comparison theory, and cognitive dissonance theory to develop hypotheses. Practical implications, research limitations, and future directions were also discussed. en_US dc.description.tableofcontents I. INTRODUCTION 1II. THEORY AND HYPOTHESES DEVELOPMENT 32.1 The Nature of Psychological Contract Violation 32.2 Psychological Contract Violation and Extra-Role Behaviors 42.3 Social Identity Process 62.4 Study 1: Organizational Citizenship Behavior toward the Organization 82.4.1 The Moderating Effects 112.5 Study 2: Employee Voice Behaviors 142.5.1 The Moderating Effects 152.5.2 Three-Way Interaction Effects 19III. STUDY 1: METHOD AND RESULT 233.1 Research Model 233.2 Sample and Procedure 233.3 Measures 243.4 Results 25IV. STUDY 2: METHOD AND RESULT 314.1 Research Model 314.2 Sample and Procedure 314.3 Measures 334.4 Results 35V. DISCUSSION 455.1 Theoretical Contributions 455.2 Research Limitations 505.3 Practical Implications 525.4 Future Directions 53REFERENCES 55APPENDIX 65 zh_TW dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0983555071 en_US dc.subject (關鍵詞) 組織認同 zh_TW dc.subject (關鍵詞) 心理契約違犯 zh_TW dc.subject (關鍵詞) 組織公民行為 zh_TW dc.subject (關鍵詞) 建言行為 zh_TW dc.subject (關鍵詞) 主動性人格 zh_TW dc.subject (關鍵詞) 主管‐部屬交換關係 zh_TW dc.subject (關鍵詞) 工作績效 zh_TW dc.subject (關鍵詞) organizational identification en_US dc.subject (關鍵詞) psychological contract violation en_US dc.subject (關鍵詞) organizational citizenship behavior en_US dc.subject (關鍵詞) voice behavior en_US dc.subject (關鍵詞) proactive personality en_US dc.subject (關鍵詞) leader-member exchange en_US dc.subject (關鍵詞) task performance en_US dc.title (題名) 以社會認定觀點探討心理契約違反與員工角色外行為之關係：中介與調節效果研究 zh_TW dc.title (題名) Exploring the Mediating Mechanism and Boundary Conditions of the Relationship between Psychological Contract Violation and Extra-Role Behaviors: The Social Identity-Based Perspective en_US dc.type (資料類型) thesis en dc.relation.reference (參考文獻) Aiken, L. 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