本研究係在探討員工對員工凝聚力認知及對員工凝聚力調查填答是否能確實反應組織實際狀況；本研究採用問卷調查的方式，以目前在職的員工為對象，共蒐集563份樣本，透過統計軟體SPSS(20.0版)為分析工具，統計各變項之間的相關性。
研究結果如下：一、組織心理契約實現的知覺與員工凝聚力認知有相關。二、凝聚力問卷調查會因員工對凝聚力的認知而影響凝聚力問卷調查的填答。本研究冀望此研究結果能幫助組織瞭解員工凝聚力的意涵並善用調查的發現以為組織未來改進的方向，也希望能開啟後續對於「員工凝聚力」的相關研究與探討。

This study aims to explore employees’ perception toward employee engagement and if their surveys can reflect real organization situation. Questionnaire survey was used in this paper and 563 questionnaires were effective. The software SPSS 20.0 was used to calculate and analyze the relation among those variables.  
The results are that organizational psychological contract has significantly positive influence on employee engagement, and that employees’ perception toward employee engagement has also positive influence on employee engagement survey. Hoping these findings can help business to understand what the meaning of employee engagement is and how to utilize those survey results for business improvement as well as for further research.

目錄	III
表目錄	V
圖目錄	VI
第一章	緒論	1
第一節	研究背景	1
第二節	研究動機	3
第三節	研究問題與目的	5
第二章	文獻探討	7
第一節	企業管理工具	7
第二節	員工凝聚力	12
第三節	凝聚力調查在人力資源管理上的運用	17
第四節	心理契約實現與員工凝聚力的關聯性探討	19
第五節	員工認知與組織調查的執行	24
第六節	組織信任對凝聚力調查填答的真實性的干擾效果	26
第七節	主管轉換型領導對凝聚力調查填答真實性的干擾效果	28
第三章	研究方法	31
第一節	研究架構與假設	31
第二節	研究變數之操作性定義及衡量方法	32
第三節	資料來源	42
第四節	資料分析方法	42
第五節	樣本敘述性統計分析	44
第四章	研究分析	46
第一節	各變數相關性分析	46
第二節	迴歸分析	48
第三節	研究假說之驗證結果	52
第五章	結論與建議	54
第一節	研究結論	54
第二節	研究限制	56
第三節	研究建議	57
參考文獻	62
中文部分	62
英文部分	66
附錄：問卷	74

表目錄
頁次
表3-1	組織心理契約實現的知覺量表	33
表3-2	員工凝聚力認知量表	35
表3-3	組織信任量表	36
表3-4	主管轉換型領導量表	38
表3-5	員工凝聚力調查填答的真實性量表	39
表3-6	樣本基本資料統計表	45
表4-1	各變數相關分析表	46
表4-2	組織心理契約實現的知覺、員工凝聚力認知、組織信任與員工凝聚力調查填答的真實性之迴歸分析	49
表4-3	組織心理契約實現的知覺、員工凝聚力認知、主管轉換型領導與員工凝聚力調查填答的真實性之迴歸分析	49
表4-4	組織信任為干擾變項的迴歸分析摘要表	51
表4-5	主管轉換型領導為干擾變項的迴歸分析摘要表	52
表4-6	研究驗證結果彙總表	53
 
圖目錄
頁次
圖2-1	平衡計分卡的四個構面與組織願景、策略間的關係	10
圖2-2	凝聚力的層級	14
圖2-3	組織影響自我評估心理契約實現模式	22
圖2-4	心理契約承諾架構	23
圖3-1	研究架構	31

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