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E94031
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心理契約違反與職場偏差行為:知覺同事支持及處罰可能性之調節效果研究
Psychological Contract Breach and Workplace Deviance Behavior: the Moderating Effects of Perceived Peer Support and Punishment
1.郭建志
1.Chien-chih Kuo
1.中原大學心理系
1.Department of Psychology, Chung Yuan Christian University
001,002,003,004
1.中原大學心理系
1.Department of Psychology, Chung Yuan Christian University
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):2005-08-01
A.14 計畫執行期間(訖):2006-07-31
2006-03-072006-04-13
A.16 收到日期:2006-12-21
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公營或私營企業員工

1

389


389
003
01
C.2 聯絡日期:2006-12-25
2
1.中原大學心理系
1.Department of Psychology, Chung Yuan Christian University
1
C.7 資料公開日期:2009-08-01
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008
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001
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1.心理契約違反
2.知覺同事支持
3.知覺處罰可能性
4.職場偏差行為
1.Likelihood of Perceived Punishment
2.Perceived Support of Coworker
3.Psychological Contract Breach
4.Workplace Deviance Behavior
在 全球化的趨勢下,組織與員工的關係不再如過去的穩定,了解員工與組織間的關係成為企業與研究者關心的議題,因此,本研究試圖從心理契約的角度探索此關係, 了解當員工心理契約遭違反時,對員工的職場偏差行為之影響。此外,本研究從社會文化脈絡、組織脈絡、人際互動脈絡三個方面來考量,知覺處罰可能性、以及知 覺同事支持是否具有調節心理契約違反與員工職場偏差行為的關係。本研究採用便利性抽樣的調查方式,並使用對偶設計之問卷法收集資料,受試者為各企業的員 工,總共收回了389筆資料。研究結果發現:(1)心理契約的違反確實導致員工的職場偏差行為的提升。(2)知覺處罰可能性具有調節心理契約違反與員工自 評組織面職場偏差行為之關係,即知覺處罰可能高的員工,其心理契約違反與自評組織面職場偏差行為的關連較低;知覺處罰可能性具有調節心理契約違反與他評人 際面職場偏差行為的關係,即知覺處罰可能性高的員工,心理契約違反與他評人際面職場偏差行為的關連較高。

Under the trend of globalization, the relationship of organizations and employees are no more stable than the past. To understand the relationship between employees and organizations becomes the core issue that enterprising and researches urge to discuss. Therefore, this study intends to explain the relationship from the view of psychological contracts and to find psychological contract breach influences workplace deviance behavior. Furthermore, from the consideration of three aspects- sociocultural contexts, organizational contexts and interpersonal contexts, whether likelihood of punishment and perceived support of coworker could moderate the relationship among psychological contract breach and workplace deviance behavior. In this study, the author uses convenient sampling. 389 subjects are the employees from the variety of firms. The research found out: (1) Psychological contract breach indeed leads to the increment of workplace deviance behavior. (2) Likelihood of perceived punishment moderates the relation of psychological contract breach and self-report workplace deviance behavior. Perceived support of coworker has moderating effect of the relationship of psychological contract breach and workplace deviance behavior, but the result of interaction trend is counter to the initial hypothesis.

D.16 完成檢誤日期:2008-06-06
D.17 預定釋出日期:2009-08-01
D.18 初次釋出日期:2009-08-03
D.19_1 最新版釋出日期:2009-08-03
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10.6141/TW-SRDA-E94031-1
http://efenci.srda.sinica.edu.tw/webview/index.jsp?object=http://efenci.srda.sinica.edu.tw:80/obj/fStudy/E94031
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