契約是僱傭關係中不可或缺的關鍵因素，勞動契約規範了勞雇雙方的權利與義務，而心理契約則是另外一種特殊的契約模式，是員工與組織對彼此相互義務的一種期望，它是維持員工與組織和諧關係的必要條件之一。近年來許多的企業為了提昇競爭力而推行「企業再造」及「組織精減」等策略，但這些策略卻與企業推動重視員工或是展現員工是企業一份子的活動相互矛盾，忽略了員工在成功組織中的價值。此時，員工與企業彼此間的忠誠與信賴就顯得特別重要，而心理契約則是維持彼此關係的重要因素之一。
心理契約的違反會影響到員工的行為表現，當心理契約被違反時，員工對組織的信任感、忠誠度、工作滿意度及組織公民行為、工作績效等會產生負面的影響，甚至離職。但是心理契約的違反是一種主觀的認知，會受到員工個人的差異及外部環境的影響。
心理契約包括了員工個體與組織兩個層面，國內有關心理契約違反的研究有人以醫師、銀行員工或高科技產業為研究主體，但沒有以製造業為研究對象的，並且大多只限於個體的觀點。因此，本研究以永豐餘造紙股份有限公司為研究對象，並加入組織的觀點來看個體的貢獻，實證當員工心理契約違反時，是否對工作績效有負面的影響？並且實證員工的可雇用性、組織承諾、人格特質及主管的領導風格、與部屬的關係、職權及公平等因素，是否對心理契約的違反與工作績效產生影響？
實證的結果發現：
1.在不同的事業部中，總管理處員工的脈絡績效比紙與紙板事業部員工佳。
2.在性別差異上，女性員工的任務績效比男性員工佳。
3.在工作年資上，11~15年工作年資員工的脈絡績效比年資超過25年的員工佳。
4.心理契約的違反與工作績效並無顯著的差異。
5.組織承諾對於心理契約違反與工作績效的影響方面，員工組織承諾愈高者，對公司實現組織津貼期望愈滿意時，其主管卻認為其任務績效表現愈差。
6.可雇用性、人格特質對於工作績效有顯著的差異。
7.主管與部屬的關係、公平對脈絡績效有顯著的差異

The contract is essential for the employment, the labor contracts standardize the right and duty for the employment, but the psychological contract is another type of contract. A psychological contract is an employee's belief about the mutual obligations, and it balances the relationship between the employee and his/her organization. In order to promote the corporation's competition, the corporation carries out the restructuring and downsizing strategies, but these strategies are contrary to the critical role that people play in successful organization. Under this condition, the employee's belief and loyalty become more important to maintain the balance of relationship between employee and his organization.
When the psychological contract was violated, it may lead to reduce the employee's belief, loyalty, job satisfaction and performance, citizenship behavior, even the employees will turn- over. However, the react may be affected by the individual's discrepancy and external circumstances.
The case study is based on the employees in Yueng Foong Yu Paper MFG. CO., LTD. so as to prove if the psychologial contract violation will reduce the employee's performance, and some factors deal with how to affect the violation of psychological contract and work performance.
The result is shown as the following:
1. In different SEU(Strategic Entrepreneurial Units）, the performance of the employees in the
general management office is better than the Fine Paper and Board SEU.
2. In the sexual difference, the task performance of the female employees is better than that of the
male ones.
3. In the workage, the employees whose contextual performance are from 11 to 15 years are better
than the ones whose workage are over 25 years.
4. The difference between psychological contract violation and work performance is insignificant.
5. When the employees whose orgnizational commitment is higher feel more satified with the
organizational benefits, his/her task performance becomes worse.
6. The difference between employability, personal characteristics and work performance is
significant.
7.The differecne between relationship of employers and employees and contextual performance is
significant.

第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的3
第三節 研究流程4
第二章 文獻探討7
第一節 心理契約7
第二節 工作績效19
第三節 影響心理契約與工作績效的干擾因素26
第三章 研究方法37
第一節 研究架構37
第二節 研究假設37
第三節 問卷設計與測量38
第四節 個案公司介紹與資料收集方法44
第四章 實證分析50
第一節 各研究變項的特性分析50
第二節 心理契約違反與工作績效之關係57
第三節 干擾變項對心理契約違反與工作績效之影響58
第五章 結論與建議 70
第一節 結論70
第二節 建議71
參考文獻74
附錄

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