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博碩士論文 etd-0207106-103200 詳細資訊
Title page for etd-0207106-103200
論文名稱
Title
心理契約與組織外部就業機會對員工知識學習傾向的影響之研究
The Relationship among Psychological Contracts, Job Availability in Free Labor Market, and Employee Knowledge Learning Aspirations.
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
81
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2006-01-16
繳交日期
Date of Submission
2006-02-07
關鍵字
Keywords
一般性人力資本、外部就業機會、心理契約、知識學習、特定性人力資本
job availability, knowledge learning, psychological contracts, specific human capital, generic human capital.
統計
Statistics
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中文摘要
二十世紀末以來,我國企業為因應全球化、自由化的激烈競爭,組織進行人力縮編、流程外包及非典型僱用等,甚至於將整個生產單位外移至勞力低廉的國家,讓員工對工作保障產生不安全感。另外,現今職場中新世代的工作者對於勞動契約與以往的工作者持有不同的看法,種種的跡象顯示傳統的僱用關係正在改變,員工與組織對彼此相互的心理契約也會有不同的期望。個人為求保障工作機會與幫助職涯發展,會因為其認知的心理契約不同,影響其知識學習的傾向。
本研究以企業在職員工為研究對象並以實證的方式探討,對員工在知識學習的傾向的影響,以及組織外部就業機會對心理契約型態和員工在知識學習的傾向的干擾效果。共發出問卷1200份,回收990份,在資料分析上,採用信度分析、因素分析、差異分析、相關分析及層級迴歸分析等,經實證調查結果,主要發現如下:

ㄧ、差異性分析部份:
(一)性別在關係型及平衡型心理契約型態上有顯著差異。
(二)教育程度在交易型心理契約型態上有顯著差異。
(三)是否為主管在平衡型心理契約型態上有顯著差異。
(四)性別、年齡、婚姻、教育程度及是否為主管在組織內特定的知識學習傾向上顯著差異。
(五)年齡、婚姻及是否為主管在一般性的知識學習傾向上顯著差異。
二、影響性分析部份:
(一)關係型心理契約、平衡型心理契約對學習組織內特定的知識的傾向有正向相關,且具顯著影響力。
(二)交易型心理契約對學習組織內特定的知識的傾向有負向相關,且具顯著影響力。
(三)組織外部就業機會對學習一般性的知識的傾向有正向相關,且具顯著影響力。
由本研究結果可知,員工所認知的關係型心理契約與平衡型心理契約對學習組織特定的知識的傾向產生正面顯著影響。因此企業為了為保留及提升組織的核心知識技能,應以長期觀點來考量組織的人力資源管理及知識管理的策略,來建立起其與員工相互認知平衡,進而發展出具長期關係的心理契約。
Abstract
For doing businesses succeed in today’s competitive environment, Taiwanese companies vary their human resources strategies, such as downsizing, outsourcing or removing production section to lower labor cost region. All of these practices impacted the employees’ job securities. At the same time, the young employees have some different points of view to employment contract. The employment relationship is changing. A psychological contract is an employee's belief about the mutual obligations, and it balances the relationship between the employee and his/her organization. According to the three different types of psychological contact, employees start to think what kind of knowledge they shall learn to benefit both of job availability and career development.

The purpose of this study is to examine the relationship among psychological contracts, job availability in free labor market, and employee knowledge learning aspirations. Based on the data from 990 employees from 62 firms analyzing, the researcher obtained the following findings:

1. The difference:
a. Gender, educational degree, and job position revealed difference with regard to psychological contract.
b. Gender, marriage, age, and job position revealed difference with regard to firm-specific knowledge learning aspiration.
c. Age, marriage and job position revealed difference with regard to general knowledge learning aspiration.

2. The relationship:
a. Relational and balanced psychological contracts are positively related to firm-specific knowledge learning aspiration.
b. Transactional psychological contract has negative relation with firm-specific knowledge learning aspiration.
c. Job availability in free labor market is positively related with general knowledge learning aspiration.
目次 Table of Contents
第一章 緒論 1
第一節 研究動機與目的 1
第二節 觀念性架構 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 心理契約 6
第二節 外部就業機會 13
第三節 員工知識學習傾向 18
第四節 組織內特有的知識 21
第三章 研究方法 25
第一節 研究架構與研究假設 25
第二節 研究變項定義與衡量 27
第三節 抽樣方法與樣本特性分析 31
第四節 信度與效度分析 33
第五節 修正後研究架構及資料分析方法 38
第四章 實證分析與討論 41
第一節 研究變項之描述性統計 41
第二節 個人屬性在心理契約、個人知識學習傾向之差異分析 43
第三節 心理契約、外部就業機會與個人知識學習傾向之相關分析 49
第四節 心理契約的型態與外部就業機會之迴歸分析與交互作用對個人學習組織特定的知識的傾向之影響性分析 51
第五節 心理契約的型態與外部就業機會之迴歸分析與交互作用對個人學習一般性的知識的傾向之影響性分析 53
第六節 假設驗證結果 55
第五章 結論與建議 57
第一節 研究結論 57
第二節 研究限制與對後續研究的建議 59
參考文獻 62
附錄 問卷 67
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