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系統識別號 U0002-2107200614332200
中文論文名稱 金融控股公司員工工作不安全感與心理契約對組織公民行為及工作績效之關係及影響
英文論文名稱 A Study on the Relationship and Influence on Organizational Citizenship Behavior and Job Performance between Job Insecurity and Psychological Contract of the Employees at Financial Holding Corporate
校院名稱 淡江大學
系所名稱(中) 企業管理學系碩士在職專班
系所名稱(英) Department of Business Administration
學年度 94
學期 2
出版年 95
研究生中文姓名 羅志強
研究生英文姓名 Chih-Chiang Lo
學號 792450081
學位類別 碩士
語文別 中文
口試日期 2006-06-20
論文頁數 89頁
口試委員 指導教授-劉燦樑
委員-劉燦樑
委員-吳淑華
委員-姚瞻海
中文關鍵字 工作不安全感  心理契約  組織公民行為  工作績效 
英文關鍵字 Job Insecurity  Psychological Contract  Organizational Citizenship Behavior  Job Performance 
學科別分類 學科別社會科學管理學
中文摘要 在國內實施金融自由化政策下,銀行業員工已步入「全面業務員化」的時代,員工的專業知識、證照已成為職位的重要保障。無法配合職務變革的從業人員,在自願或被強迫的情形下,選擇提早退休或接受資遣。留在職場的員工在工作不安全感知覺下,必將造成心理契約的影響,也將決定員工所表現的態度和行為。

本研究的動機,即為瞭解金融就業環境從往昔的終身僱用,改變為勞雇關係彈性化(flexible)、臨時化(casual)與不穩定化(contingent),所引發員工的工作不安全感,而員工對於雇主義務與其執行狀況的心理契約認知將進一步發展成具體的態度和行為,以此來平衡勞雇關係。而這種心理上與行為上的改變,將如何影響個別員工的工作效能。

本研究以本國金融控股公司之銀行子公司員工為研究對象,採用問卷調查的方式,所得資料以描述性分析、信度分析、相關分析及迴歸分析等方法進行分析研究。

根據研究的結果,有下列的發現:
1.不同個人屬性的銀行員工對工作不安全感之知覺與心理契約實現有差異。
2.銀行員工對工作不安全感之知覺對其工作效能有負向影響。
3.透過社會交換的關係,員工心理契約上的結果將反映在員工的組織公民行為及工作績效上。
英文摘要 Due to domestic policy implementation regarding Financial liberalization, the Banking employees now encounter a phase of “entire salesmanlized”, which the only job protection comes from their professional knowledge and license. Employees who can not accommodate to this change could only choose to retire early or accept laid off, whether they are willing or forced to do. Employees who stay on the job must sense job insecurity, which make them encounter psychological contract impact, and affect their attitude and behavior.

The motivation of this study is to understand the change of financial employment environment from lifetime employment to flexible, casual and contingent relationship, and the impact of this change which triggers job insecurity for workers.

Employees will transform their obligation to employer and their execution condition of psychological contract recognition to further develop as real attitude and behaviors in order to balance industrial relations. We also try to study how this psychological and behavioral change will affect working effectiveness of individual worker.

This research surveyed employees of banking subsidiary under domestic financial holding company. The methodology of this research includes descriptive analysis、reliability analysis、relevant analysis and regression analysis.
According to the results, we have found that:
1.Individuals have personal differences on the sense of job insecurity and psychological contract realization.
2.The recognitions of job insecurity have negative impact on job effectiveness for Banking employees.
3.The results of employees’ psychological contracts will reflect civil behaviors and job performance throughout the relationship of social exchange.
論文目次 目錄
表目錄 ________________________________________ III
圖目錄 ________________________________________ V
第一章 緒論 ________________________________________ 1
第一節 研究背景與動機 _______________________ 1
第二節 研究目的 _____________________________ 2
第三節 研究流程 _____________________________ 2
第二章 文獻探討 _____________________________ 4
第一節 工作不安全感 _________________________ 4
第二節 心理契約 _____________________________14
第三節 組織公民行為 _________________________21
第四節 工作績效 ______________________________36
第三章 研究方法 ______________________________41
第一節 研究架構 ______________________________41
第二節 研究假設 ______________________________41
第三節 變項之操作性定義與研究工具 ____________43
第四節 研究對象及限制 ________________________47
第五節 資料分析方法 _________________________47
第四章 實證分析 ______________________________49
第一節 樣本描述 ______________________________49
第二節 描述性統計分析 ________________________49
第三節 信度分析 ______________________________50
第四節 差異架構 ______________________________51
第五節 相關分析 ______________________________60
第六節 迴歸分析 ______________________________62
第五章 研究結論與建議 ________________________67
第一節 研究結論 ______________________________67
第二節 研究建議 ______________________________72
第三節 研究限制 ______________________________74
參考文獻 ______________________________________75
中文部分 ______________________________________75
英文部分 ______________________________________77
附錄-研究問卷 _______________________________83


表目錄
表2-1 工作不安全感的定義彙整 __________________ 5
表2-2 工作不安全感之整體測量觀點 ______________ 9
表2-3 工作不安全感之多面向測量觀點 ____________ 11
表2-4 工作不安全感前因彙整 ____________________ 12
表2-5 工作不安全感知覺的後果變項彙整 __________ 13
表2-6 心理契約的發展與定義 ____________________ 16
表2-7 交易性契約與關係型契約之特徵比較 ________ 19
表2-8 組織公民行為相關定義 ____________________ 23
表2-9 組織公民行為構面分類表 __________________ 26
表2-10 工作績效定義之彙整 ______________________ 37
表4-1 基本資料次數分配表 ______________________ 49
表4-2 研究變數信度分析表 ______________________ 51
表4-3 個人屬性在工作不安全感上之差異分析表 ____ 51
表4-4 個人屬性在工作特性改變之威脅上之差異分析表 ___53
表4-5 個人屬性在工作狀態異動之威脅上之差異分析表 ___54
表4-6 個人屬性在對抗威脅之無力感上之差異分析表 ____55
表4-7 個人屬性在心理契約內容上之差異分析表 ____ 56
表4-8 個人屬性在員工所認知的義務執行程度上之差異分析表 _____________________________________________ 58
表4-9 個人屬性在員工心理契約的違背程度上之差異分析表59
表4-10 工作不安全感各變數與心理契約之相關分析表 ____ 60
表4-11 工作不安全感各變數與心理契約的違背程度之相關分析表______________________________________________ 61
表4-12 工作不安全感各變數與組織公民行為之相關分析表_ 61
表4-13 工作不安全感各變數與工作績效之相關分析表_____ 61
表4-14 心理契約的違背程度與組織公民行為、工作績效之
相關分析表____________________________________ 62
表4-15 工作不安全感各變數對心理契約的違背程度之迴歸分析表_______________________________________________ 63
表4-16 工作不安全感各變數對組織公民行為之迴歸分析表_ 63
表4-17 工作不安全感各變數對工作績效之迴歸分析表_____ 64
表4-18 工作不安全感各變數與心理契約的違背程度
對組織公民行為之迴歸分析表_____________________ 65
表4-19 工作不安全感各變數與心理契約的違背程度
對工作績效之迴歸分析表_________________________ 66
表5-1 研究假設之驗證結果彙整表________________ 67

圖目錄
圖1-1 研究流程圖 ________________________________ 3
圖3-1 研究架構 ________________________________ 41
圖3-2 心理契約的狀況 ___________________________ 43

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