本研究的主要目的是希望利用跨層次分析的架構延伸既有的組織政治理論模型至組織中的不同系絡情境。根據社會交換理論的觀點，本研究藉由代表著員工與所處工作場域間存在的一種互惠交換的主觀性認知狀態（心理契約違反）來做為連結群體政治氣候與員工離職傾向的中介機制，另外，研究中亦應用情境強度理論的觀點，透過一個代表群體特性變項（群體互動）的導入，探討它對於群體政治氣候、心理契約違反與員工離職傾向間關係的系絡調節影響效果。
實徵資料來自於56個工作單位（群體）750名員工的群體政治氣候、心理契約違反、離職傾向、群體互動與人口統計變項，本研究採用層級線性模型進行模式驗證。根據本研究的分析結果發現，員工的心理契約違反會部分中介群體政治氣候對員工離職傾向的影響，此外，群體互動會跨層次調節群體政治氣候、心理契約違反與員工離職傾向間關係，而且，群體互動愈好的工作單位（群體），可使得員工因政治氛圍而導致他們想離開組織的意圖降低。

The purpose of this study is to extend the theoretical model of organizational politics in different contextual situations by using cross-level analytical framework. In accordance with the social exchange perspective, this study draws on a reciprocated subjective cognitive state that existed between the employee and workplace (psychological contract breach) as a mediator to connect the relationship between group political climate and turnover intention. Additionally, this research also employed the situational strength perspective by introducing a group characteristic variable (group interaction) to investigate its moderating effect on the relationship between group political climate, psychological contract breach and turnover intention.
Data were collected from 56 work groups consisted of 750 work group members who provided the information about group political climate, psychological contract breach, turnover intention, group interaction and demographic variables. Hierarchical linear modeling techniques were applied to test the full model. The results reveal that individual employees’ psychological contract breach partially mediate the relationship between group political climate and turnover intention. Further, group interaction moderates the mediated relationship between group political climate, psychological contract breach, and individual employees’ turnover intention. Lastly, groups with high degree of group interaction could lessen their employees’ turnover intention induced by group political climate.

表目錄…………………………………………………………………………………...III
圖目錄................................................................................................................................IV
第一章 緒論……………………………………………………………………………..1
第一節 研究背景與動機…………………………………………………………2
第二節 研究目的…………………………………………………………………6
第二章 文獻回顧與理論模型建構……………………………………………………..8
第一節 研究變項文獻回顧………………………………………………………..8
（一） 政治氣候..................................................................................................................... 8
（二） 心理契約違反……………………………………………………………………...14
（三） 離職傾向…………………………………………………………………………...16
（四） 群體互動…………………………………………………………………………...18
第二節 理論模型建構…………………………………………………………..19
（一）工作群體政治氣候與員工離職傾向……………………………………………… 19
（二）工作群體政治氣候與心理契約違反……………………………………………… 21
（三）心理契約違反與員工離職傾向……………………………………………………22
（四）從社會交換理論觀點看心理契約違反的跨層次中介角色…………………….24
（五）從情境強度理論觀點看群體互動的跨層次調節角色……………………………26
第三章 研究方法………………………………………………………………………28
第一節 研究架構………………………………………………………………..28
第二節 研究變項的操作性定義與衡量方式…………………………………..28
第三節 研究設計………………………………………………………………..33
第四節 資料分析方法…………………………………………………………..36
第五節 跨層次調節式中介效果完整理論模型統計檢驗程序………………..41
第六節 研究樣本特性描述與量表檢測………………………………………..46
第四章 實證分析結果與討論.......................................................................................61
第一節 變項描述性統計與資料整合檢測………………………………………61
第二節 模式及假設驗證…………………………………………………………63
第五章 結論與建議…………………………………………………………………...71
第一節 結論………………………………………………………………………71
第二節 理論與管理實務意涵與建議……………………………………………72
第三節 研究限制與後續研究建議………………………………………………75
參考文獻…………………………………………………………………………………78
附錄一：研究量表………………………………………………………………………90
表目錄
表3-6-1 樣本特性描述摘要表....................................................................................... 48
表3-6-2 政治氣候量表EFA檢驗結果摘要表………………………………………..51
表3-6-3 政治氣候量表CFA檢驗結果摘要表………………………………………..52
表3-6-4 政治氣候量表：理論模式…………………………………………………... 53
表3-6-5 群體互動量表EFA檢驗結果摘要表……………………………………….. 54
表3-6-6 群體互動量表CFA檢驗結果摘要表……………………………………….. 55
表3-6-7 群體互動量表：理論模式…………………………………………………... 56
表3-6-8 心理契約違反量表EFA檢驗結果摘要表…………………………………... 57
表3-6-9 心理契約違反量表CFA檢驗結果摘要表…………………………………... 57
表3-6-10 心理契約違反量表：理論模式……………………………………………... 58
表3-6-11 離職傾向量表EFA檢驗結果摘要表……………………………………….. 59
表3-6-12 離職傾向量表CFA檢驗結果摘要表………………………………………..60
表3-6-13 離職傾向量表：理論模式…………………………………………………... 60
表4-1-1 變項之描述性統計…………………………………………………………... 62
表4-2-1 截距結果模型與隨機係數模型的HLM估計結果………………………… 65
表4-2-2 跨層次中介與調節效果HLM模式估計結果……………………………… 67
表4-2-3 跨層次調節式中介效果HLM不同中心化模式估計結果………………….70
表5-1-1 研究假設檢驗結果彙整表…………………………………………………... 71
圖目錄
圖1-1-1 組織政治知覺原始模型……………………………………………………….3
圖2-1-1 群體層次政治環境……………………………………………………………11
圖2-1-2 多層次政治知覺模型…………………………………………………………12
圖3-1-1 研究架構圖…………………………………………………………………....28
圖3-5-1 調節式中介效果及中介式調節效果示意圖…………………………………41
圖3-5-2 跨層次中介模型類型示意圖…………………………………………………43
圖3-5-3 跨層次調節式中介效果示意圖………………………………………………45
圖4-5-1 跨層次調節式中介效果完整模型影響路徑參數估計結果…………………69

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