論文摘要
論文名稱：薪資公正、升遷公正與心理契約違背關係之探討－以醫師為例
院校系所：國立中山大學人力資源管理研究所
畢業時間及摘要別：九十二年六月碩士在職專班碩士學位論文摘要
研究生：王南琳
指導教授：黃英忠博士

內容摘要

心理契約的研究於歐美方興未艾，但國內卻鮮少研究於此領域，為客觀的探討心理契約遭受違背時的反應，因此選擇較不易受到失業威脅的醫師為研究對象，能夠真實表達個人對組織提供之誘因與其實踐程度的感受。

本研究以員工觀點探討心理契約違背，發現組織公正影響心理契約違背的程度，並分別以財務性激勵─薪資及非財務性激勵─升遷探討。研究發現，財務性的激勵重視分配公正，非財務性激勵重視程序公正。薪資分配公正認知越高，薪資程序公正認知越高，薪資心理契約違背越低；升遷分配公正認知越高，升遷程序公正認知越高，心理契約違背越低。

研究進行分為質性及量化兩種研究方法，前期為推論西方之公正理論於國內是否亦適於論證及為發展確定研究變數間之關係，先進行質性研究，以文獻整理及個案訪談分別進行八個個案，對象的選擇亦符合本研究之考量。後期以成熟量表依本研究需求及對象特性進行修編，並進行專家效度分析。

經文獻探討及訪談發現，人格特質中的自尊表現會影響心理契約違背之程度，因此於量化驗證時，將自尊設為干擾心理契約違背程度的變數。研究結果發現自尊與升遷分配公正的交互作用將影響升遷心理契約違背。

量化數據調查期間，適逢全球爆發SARS疫情，國內首次面臨SARS疫情威脅最為嚴重時期，而調查對象醫師又直接置身於最前線，所遭受之壓力及增加之工作負擔皆前所未見，此為本研究計畫始料未及，因此造成樣本收集的困難。

關鍵字：心理契約違背、薪資、升遷、組織公正

Abstract

While Psychological contract has actively been studying in Europe and America, our scholars in Taiwan still pay less attention to this area. For an objective view and study on the response of the Psychological contract that has been violated, a particular selected group of Physicians, who are not readily affected by the threat of unemployment like others’ occupation, are set to be this research object; this could truly represent when an employee believes that the organization has failed to fulfill one or more of those obligations and the feeling of degree of practice.

This article is based on the viewpoint of an employee to study the violation of the Psychological contract. It discovers that the organizational justice would affect the degree of violation in the Psychological contract, and this research has been applied different ways of study on motivations such as financial, non-financial, salary and promotion. Research discloses that the financial motivation emphasizes on distributive justice, non-financial motivation focuses more on the procedural justice. The higher recognition of the salary distributive and procedural justice, the less violation of the Psychological contract; the higher recognition of the promotion distributive and procedural justice, the less violation of the Psychological contract.

Research study is divided into two methodologies: qualitative and quantitative. The former study is to infer the theory of western justice and to see if Taiwan is appropriate for evidence and the relationship between the developing of the affirmative research variables; the first step is to proceed with qualitative research by doing literature collection and interviewing with 8 different cases where the chosen objects are complied with the basis of this research. The latter study is to apply the well-established quantitative chart edited according to this research demand and the objects’ characteristics, and it also proceeds further with the professional effectiveness analysis.

From the literature survey and personal interviews, it is discovered that the appearance of the self-esteem within the characteristics of personality would influence the degree of the violation in the Psychological contract. Hence, during the proof of quantitative way, the self-esteem is set to be the interference of violation degree variable in the Psychological contract. Research result indicates that the interaction between the self-esteem and the promotion distributive justice will affect the violation of promotion Psychological contract.

During the period of the quantitative survey which coincided with the widespread of SARS, Taiwan was first encountered the serious impact of SARS incidents and the surveyed physicians were positioned themselves at the frontline and their stress and the additional workloads were never happened before. This incident was unexpected whatsoever in this research plan and it was certainly an obstacle and caused extreme difficulty during all the samples collection.


Keywords: psychological contract violation, salary, promotion, organizational justice.

目 錄
第一章 緒論……………………………………………………………… 1
第一節 研究背景與動機……………………………………………… 1
第二節 研究目的…………………………………………………………4
第三節 研究流程…………………………………………………………4

第二章 文獻探討與假設推論……………………………………………….… 8
第一節 心理契約…………………………………………………………. 8
第二節 組織公正…………………………………………………………15
第三節 薪資公正與心理契約違背………………………………………19
第四節 升遷公正與心理契約違背………………………………………23
第五節 自尊與心理契約違背……………………………………………26

第三章 研究設計………………………………………………………………29
第一節 研究架構…………………………………………………………29
第二節 研究變項操作型定義與衡量……………………………………29
第三節 研究對象及問卷發放……………………………………………37
第四節 資料分析方法……………………………………………………45
第五節 研究限制…………………………………………………………46

第四章 研究結果與討論分析………………………………………………….48
第一節 訪談結果分析……………………………………………………...48
第二節 變數描述性統計與相關分析 …………………………………….58
第三節 樣本屬性在各研究變項上之差異分析 ………………………….65
第四節 薪資公正、升遷公正與自尊對心理契約違背的影響..………….74

第五章 研究結論與建議
第一節 研究結論..………….…………………………………………81
第二節 建議………………………………………………………………83

參考文獻
中文參考文獻…………………………………………………………………86
英文參考文獻…………………………………………………………………88
附錄一 研究問卷

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