心理契約違反與離職意圖關係之研究：知覺組織生涯機會與組織鑲嵌的調節效果

Abstract

本研究旨在探討心理契約違反與離職意圖間的正向關係，及知覺組織生涯機會以及組織鑲嵌對心理契約與離職意圖的調節效果，另外亦探討組織鑲嵌及知覺組織生涯機會對離職意圖之關係。然而歷年研究，皆顯示心理契約違反能有效的預測離職意圖，意指為在組織中當員工認知到組織與個體間的心理契約並未達成平衡時，員工將經歷心理契約違反的感受，則有較高的機率產生離職意圖，進而影響到組織中的人力成本，或者是組織氣氛。為了補足過去研究缺口，本研究欲了解是否將有其他的誘因，使得員工願意留在組織中，試圖調節心理契約違反與離職意圖間的正向關聯性。並將此兩調節變數與離職意圖進行兩兩驗證，即測量調節變數分別對結果變數的影響。 本研究以問卷施測的方式，求取假設之驗證，發放問卷至各產業員工進行調查，共蒐集284位全職工作者為研究樣本，採用調節迴歸進行分析。研究結果顯示，心理契約違反對離職意圖有顯著正向預測效果；而組織鑲嵌及知覺組織生涯機會分別對離職意圖皆有顯著負向效果。其次組織鑲嵌以及知覺組織生涯機會未能顯著調節心理契約違反與離職意圖的正向關係。最後，本研究針對主要發現與限制進行討論，並提出管理實務意涵及未來研究方向。The current study was designed to survey the effects of psychological contract breach with turnover intention responses, and to examine the moderating role of perceived career opportunity and job embeddedness. It also explores the main effects of the two moderators (job embeddedness and perceived career opportunities) on the turnover intention. Over the past years, many literatures showed that when employees recognize that the psychological contract between the organization and themselves does not reach a balance, employees will experience psychological contract breach. A high degree of psychological contract breach leads to the higher turnover intention. High probability of turnover intention to affect the capital expenditure and organizational climate. In order to complement the past research gap, this study find out whether there will be other incentives, so that employees are willing to stay in the organization. Moderating the positive relationship between psychological contract breach and turnover intention. Analyzes the effect of two moderators (perceived career opportunity and job embeddedness) toward the dependent variables respectively. Data were collected from 284 employees of various industries in Taiwan. The results showed that psychological contract breach have a significant positive predictive effect on turnover intention. And job embeddedness and perceived career opportunity have a significant negative effect on turnover intention. But the moderator did not moderate significantly the positive relationship between the psychological contract breach and the turnover intention. Finally, further discussion focuses on the theoretical and practical implications of observed outcomes.