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博碩士論文 etd-0209106-145341 詳細資訊
Title page for etd-0209106-145341
論文名稱
Title
員工認知的心理契約與自我效能對其知識學習傾向的影響之研究
The Relationship among Psychological Contracts, Self-Efficacy, 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
77
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
2006-01-13
繳交日期
Date of Submission
2006-02-09
關鍵字
Keywords
知識學習、心理契約、特定性的人力資本、自我效能
self-efficacy, knowledge learning, psychological contracts, specific human capital
統計
Statistics
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中文摘要
短期雇用、人力外包、彈性工時與部份工時常(Part-time)等等多樣的雇用型態,在在都揭示一個多元的新興雇用型態世代的來臨,造成勞動市場雇用型態的改變,連帶地影響到組織與員工之間雇用關係的質變。在這樣的轉變下,公司要如何訴諸於知識工作者的內在動機,讓他有好的工作表現是非常重要的課題;因為個人在認知、價值觀及訊息的解讀不同,對於心理契約的認知也會有所不同。因此,本研究將以個人心理契約的類型為自變項,來探討其對個人知識學習傾向的影響,並以自我效能為干擾變項,來分析其對員工個人心理契約與知識學習傾向之干擾效果。
本研究的主要發現如下:

ㄧ、差異性分析部份:

(一)性別及是否為主管在關係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)性別在平衡型心理契約型態上有顯著差異。
(四)性別、婚姻狀況、年齡及是否為主管職在學習組織內特定的知識傾向上有顯著差異。
(五)婚姻狀況、年齡及是否為主管職在一般性的知識學習傾向上有顯著差異。
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,但只有平衡型心理契約對學習組織內特定的知識具顯著影響力。
(二)交易型心理契約對學習組織內特定的知識有負向相關,且具顯著影響力。
(三)自我效能對學習組織內特定的知識及一般性的知識都具有正向相關,且具顯著影響力。
Abstract
Diverse employment nowadays, such as short-term hiring, human resource outsourcing, flexible worktime, and part-time appointment, shows the coming age of a diversified employing. This phenomenon derives a changing relationship between organizations and employees. Through this change, how to perceive and further motivate knowledge worker to achieve optimal labor output becomes an important issue. Different interpretation on psychological contract is a result of different personal perception, sense of value, and message interpretation.

Therefore, this thesis sees the personal psychological contract as independent variable and investigates how personal psychological contract plays a role in personal knowledge intake. Furthermore, this thesis also sees self-efficacy as intervening variable and analyzes how self-efficacy involves in personal psychological contract and knowledge learning aspirations of employees.Based on the data from 993 employees from 80 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, educational degree, and job position revealed difference with regard to firm-specific knowledge learning aspiration.
e. Marriage, Age 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. Self-efficacy is positively related with general and specific knowledge learning aspiration.
目次 Table of Contents
目  錄
頁次
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 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 員工知識學習傾向 5
第二節 心理契約 12
第三節 自我效能 19
第三章 研究方法 24
第一節 研究架構與研究假設 24
第二節 研究變項的操作性定義與衡量 25
第三節 抽樣方法與樣本特性分析 29
第四節 信度與效度分析 31
第五節 修正後研究架構及資料分析方法 36
第四章 實證分析與討論 38
第一節 研究變項之描述性統計 38
第二節 個人屬性在心理契約與個人知識學習傾向之差異分析 40
第三節 自我效能、心理契約與個人知識學習傾向之相關分析 45
第四節 相關研究變數之層級迴歸分析 47
第五節 心理契約的型態與自我效能之交互作用對個人知識學習傾向之影響性分析 49
第六節 假設驗證結果 52
第五章 結論與建議 54
第一節 研究結論與建議 54
第二節 研究限制與對後續研究的建議 58
參考文獻 60
一、中文部份 60
二、英文部份 61
附錄 問卷 64
參考文獻 References
參考文獻

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張文菁(2000),企業特性、人力資本、產業環境與組織績效之相關性研究。國立中山大學人力資源管理研究所碩士論文。
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