本研究的目的在於探討家長式領導、心理契約、與離職傾向，是否對在台灣工作的印尼外勞有顯著的關係。透過發放問卷後，回收之有效問卷為363份，採用SPSS 17.0 及LISREL 8.80作為統計及結構模式分析工具。經過文獻探討與問卷分析後，本研究得到的結論如下：家長式領導跟心理契約有部分關係；心理契約在家長式領導(德行構面及威權構面)及離職傾向之間存在仲介效果。驗證結果也證明了年齡在家長式領導(德行構面及威權構面)及離職傾向之間的關係之調節效果。研究結論及管理意涵，將隨研究結果作進一步的探討。

To solve the labor shortage problems, Taiwan has started the use of foreign workers since 1989. The number of foreign workers coming to Taiwan is increasing in recent years; the statistic data provides by CLA shows the escalation of Indonesian workers’ missing status since 2009. This study mainly investigates the relationships among paternalistic leadership, psychological contract and turnover intention on Indonesian workers in Taiwan. The samples collected by distributing questionnaires and 363 valid questionnaires received. We use the structural equation model (SEM) by implementing SPSS 17.0 and LISREL 8.80 to empirically explore the relationships. The results show that moral paternalistic leadership positively related with psychological contract. In the other hand, authoritarian paternalistic leadership positively related to turnover intention. Psychological contract fully mediates the relationship between partial paternalistic leadership and turnover intention. This study also flourished by the moderating effect for partial paternalistic leadership and turnover intention.

Index
List of Tables	VI
List of Figures	VII
Chapter 1. Introduction	1
1.1.	Background	2
1.2.	Research Motivation	7
1.3.	Problem	10
1.4.	Purposes	12
Chapter 2. Literature Survey	13
2.1. Paternalistic Leadership	13
2.2. Psychological Contract	21
2.3. Turnover Intention	32
2.4. Research Hypotheses	33
2.4.1. The relationship between paternalistic leadership and psychological contract	33
2.4.2. The relationship between psychological contract and turnover intention	34
2.4.3. The relationship between paternalistic leadership and turnover intention	36
2.4.4. The mediating effect of psychological contract	37
2.4.5. The moderating effect of age	38
2.5. Research Map	39
Chapter 3. Research Method	49
3.1. Research Framework	49
3.2. Operational Definition	49
3.2.1. Paternalistic leadership	50
3.2.2. Psychological contract	50
3.2.3. Turnover intention	51
3.2.4. Age	51
3.2.5 Demographic Variables	51
3.3. Pilot study and pre-test of questionnaires	51
3.4. The Data Collection	52
3.4.1. Sampling Method	52
3.4.2. Procedure	52
3.5. Method Analysis	53
3.5.1 Measurement Model	54
3.5.2 Structural Model	56
3.5.3 Multi-group Analysis	58
Chapter 4. Results	59
4.1. Sampling Frame	59
4.2. Measurement Model	60
4.3. Structural Model	70
4.3.1. The Direct Relationship	71
4.3.2. The Indirect Relationship (Mediating Effect)	73
4.2.3. Multi-group Analysis (Moderating Effect)	75
Chapter 5. Discussion	78
5.1. Summary	78
5.2. Implications	81
5.2.1. Academic Implications	81
5.2.2. Managerial Implications	83
5.3. Limitation and Further Research Direction	85
REFERENCES	87
APPENDIX A	98


 
List of Tables
Table 1.1: Foreign Workers in Taiwan in Productive Industries and Social Welfare by Indonesian Nationality and Gender (Unit: Person)	5
Table 1.2: Foreign Workers in Productive Industries and Social Welfare by Industry and Nationality End of Jan, 2012 (Unit: Person)	6
Table 1.3: Missing Status of Foreign Workers in Productive Industries and Social Welfare (Unit: Person)	11
Table 2.1: Recent Years Definition of Paternalistic Leadership	15
Table 2.2: Paternalistic Leadership - Pros and Contras	17
Table 2.3: Employee and Company’s Expectation	23
Table 2.4: Rousseau’s Definition of Psychological Contract (Since 1989)	25
Table 2.5: Continuum of Contract Terms	31
Table 2.6: Definition of Turnover Intention	32
Table 2.7: Research Map Comprehensive Literature Review	41
Table 4.1: The Profile of Respondents	60
Table 4.2: Initial Model’s Means, Standard Deviation, Kurtosis and Skewness	61
Table 4.3: Initial Model’s Realibility Analysis	61
Table 4.4: Initial Model’s Correlation Matrix of Dimensions	62
Table 4.5: Parameter for Confirmatory Factor Analysis	63
Table 4.6: Initial Model’s Confirmatory Factor Analysis	63
Table 4.7: Final Model’s Confirmatory Factor Analysis	64
Table 4.8: Final Model’s Means, Standard Deviation, Kurtosis and Skewness	65
Table 4.9: Final Model’s Correlation Matrix of Dimensions	66
Table 4.10: Final Model’s Reliability Analysis	66
Table 4.11: Construct Reliability	67
Table 4.12: Convergent Validity Analysis	69
Table 4.13: Discriminant Validity	70
Table 4.14: Variable Path Table	71
Table 4.15: Total and Indirect Effect	74
Table 4.16: Chi-square Difference Test (Moderating Variable: Age)	76
Table 4.17: Comparison of Structural Model Between Young Adults and Middle-aged	77
Table 5.1: List of Hypotheses’ Result	80

List of Figures
Figure 2.1: A Triad Model of Paternalistic Leadership	19
Figure 2.2: Timeline of Psychological Contract (1960-1989)	22
Figure 2.3: Organization Promises	26
Figure 2.4: Employee Promises	27
Figure 2.5: Research Map	40
Figure 3.1: Research Framework	49
Figure 4.1: Result of Proposed Model in LISREL	71
Figure 5.1: Process of Hiring Foreign Workers in Taiwan	84

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