知識經濟時代的來臨，優秀的人才已成為企業不可或缺、難以模仿或取代、且能創造巨大價值的珍貴資源。為了能夠吸引優秀人才加入，並且讓他們願意持續留任於組織之中，企業必須有一套適切而符合員工需求的人力資源管理制度，來增加員工滿意、降低離職傾向，達成吸引及留任優秀人才的目的。
為了改善並提升企業人力資源管理制度的品質，本研究提出了人力資源管理制度一致性的議題，包含了四個一致性類型：對象一致性、時間一致性、表裡一致性、與人管制度項目間相互一致性。因為一致性對於員工的感受與行為息息相關，故希望透過實證研究來探討人力資源管理制度一致性與組織正義、員工心理契約違反和組織公民行為之關係。
本研究以公司樣本以及員工樣本，分別取得組織層次變數（人管制度一致性與組織正義）以及個人層次變數（心理契約違反與組織公民行為）統計資料，組織與員工有效樣本數分別為46家企業和397位員工。以層級迴歸分析和層級線性模式分析探討變數之間的關係，得出人管制度一致性與組織正義大致上為顯著正向相關，與心理契約違反為顯著負向相關，與組織公民行為則未顯著相關。組織正義的部分構面，在人管制度一致性和員工心理契約違反之間有著中介或部分中介效果。最後依實證與分析結果提出管理意涵與建議，期望能對企業有所幫助。

Talented employees have been the most important resources for businesses in the era of knowledge-based economy because talented employees are indispensable, difficult-to-imitate, non-substitutable, and valuable resources. In order to attract talented persons and keep them in organizations, businesses must have a suitable HRM system to improve job satisfaction and diminish turnover intention.
In order to improve the HRM system, we discuss the HRM system consistencies, including treatment consistency, temporal consistency, practice consistency, and internal consistency. The HRM system consistencies are correlated with employees’ perceptions and behaviors, therefore this study wants to find the relationships among consistencies, organizational justice, employee’s psychological contract breach, and organizational citizenship behavior by empirical research.
The sample was collected from 46 companies with the organizatinoal level data (HRM system consistencies and organizational justice). As for the individual level statistical data (psychological contract and organizational citizenship behavior), it is collected from 397 employees. This research examined the relations between variables by hierarchical regression and hierarchical linear model. Our results are as followed. The HRM system consistencies negatively affect employee’s psychological contract breach, and positively impact on organizational justice in general, but do not positively impact on organizational citizenship behavior. Some dimensions of organizational justice are partially mediated between consistencies and psychological breach. Recommendations and management implication of this study hopefully will benefit the business companies.

論文審定書………………………………………………………………………i
謝誌………………………………………………………………………………ii
中文摘要…………………………………………………………………………iii
英文摘要….………………………………………………………………………iv
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 研究目的…………………………………………………………7
第四節 研究流程…………………………………………………………10
第二章 文獻探討………………………………………………………………11
第一節 人力資源管理制度一致性………………………………………11
第二節 心理契約…………………………………………………………16
第三節 組織公民行為……………………………………………………22
第四節 組織正義…………………………………………………………30
第三章 研究方法………………………………………………………………37
第一節 研究架構…………………………………………………………37
第二節 研究假設…………………………………………………………38
第三節 研究變數的操作型定義與衡量工具……………………………41
第四節 研究對象與資料…………………………………………………51
第五節 資料分析方法……………………………………………………54
第四章 研究結果………………………………………………………………57
第一節 描述性統計與相關分析…………………………………………57
第二節 人力資源管理一致性對心理契約違反之影響…………………59
第三節 人力資源管理制度對組織公民行為之影響……………………61
第四節 人力資源管理制度對組織正義之影響…………………………66
第五節 人力資源管理制度，透過組織正義對心理契約違反之影響…73
第六節 人力資源管理制度，透過組織正義對組織公民行為之影響…79
第七節 假設驗證結果……………………………………………………81
第五章 結論與建議……………………………………………………………87
第一節 研究結論…………………………………………………………87
第二節 管理意涵與建議…………………………………………………90
第三節 研究限制及未來研究建議………………………………………94
參考文獻…………………………………………………………………………97
附錄一 原始量表………………………………………………………………105
附錄二 問卷調查量表…………………………………………………………109

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