工作保障對組織承諾之研究

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Title:	工作保障對組織承諾之研究
Authors:	王彥清
Contributors:	國際企業管理學系
Keywords:	工作保障 job security 心理契約 psychological contract 組織承諾 organizational commitment
Date:	2012
Issue Date:	2012-11-01 10:10:03 (UTC+8)
Abstract:	本研究之主旨為探討工作保障對組織承諾之影響。由既有文獻得知，學者對兩者之間的關係似乎存在著不一致的看法，且由過去相關文獻亦無法獲得解答，經由邏輯推理，心理契約可能會影響工作保障與組織承諾之關係。本研究以問卷方式收集資料，針對各產業員工發出350份問卷，有效回收問卷324份，以層級迴歸分析進行研究假設之實證，研究結果顯示當員工呈現高品質工作保障知覺時，員工的組織承諾亦會較高；當員工呈現高品質工作保障知覺時，員工的心理契約亦會較高；當員工心理契約程度高時，其組織承諾亦會較高；此外，心理契約呈現中介效果支持。最後，本研究依據實證結果提出實務建議與未來研究之建議，以期對後續研究者能有所啟發，並提供實務業者推行員工工作保障政策之參考依據。 The purpose of this research is to examine the relationship between job security and organizational commitment. Previous studies state that there may be an inconsistent relationship between job security and organizational commitment. Moreover, this relationship is still unable to obtain the explanation through previous research. By reasoning, psychological contract may specify the relationship between job security and organizational commitment. Data for this study were obtained by means of questionnaires from any industrial employees. 350 questionnaires were sent out and the valid questionnaires were 324 by deleting incomplete or poor response questionnaires. A hierarchical regression analysis was taken to test 4 hypotheses. Based on the results generated, job security is positively associated with organizational commitment. Job security is positively associated with psychological contract. Psychological contract is positively associated with organizational commitment. The intervening effect of psychological contract is supported. Practical suggestions and future suggestions are also provided.
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