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題名：人力資源管理活動、雇用關係與員工反應之關聯性研究--心理契約觀點
書刊名：管理學報
作者：黃家齊 引用關係
作者(外文)：Huang, Jia-chi
出版日期：2003
卷期：20:3
頁次：頁483-514
主題關鍵詞：人力資源管理；雇用關係；心理契約；交易型契約；關係型契約；經濟性交換；社會性交換；Human resource management；Employment relationships；Psychological contract；Transactional contract；Relational contract；Economic exchange；Social exchange
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  • 被引用次數被引用次數:期刊(6) 博士論文(2) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:5
  • 共同引用共同引用:103
  • 點閱點閱:59
　　　　　本研究由心理契約的觀點，主張人力資源管理活動在雇用關係的形成過程中扮演提供經濟誘因以及長期人力資本投資等兩種功能，並藉由人力資源管理活動的不同組合，建構出平衡型契約、關係型契約、交易型契約以及過渡型約等四種員工與組織間之雇用關係類型，進而探討在不同的雇用關係之下，員工的留任意願、規範性承諾、信任、分配正義與程序正義等態度，以及任務績效與組織公民行為等績效表現將產生何種差異。研究結果發現，整體而言，平衡型契約關係下，員工態度與績效均有最佳表現，其次則是關係型契約，交易型契約以及過渡型契學則較差。此結果顯示員工與組織間維繫穩定長期關係的重要性高於經濟誘因的給予。
　　　　　In the perspective of psychological contract, we argue that human resource management practices play two roles. One is economic incentives' giving, the other is human capital investment. We building a dichotomy model of employment relationships by the combination of different high-performance human resource management practices. There are four kinds of employment relationships in this model, balanced contract, relational contract, transactional contract, and transitional contract respectively. Using this model, we explore different kinds of employment relationships' effect on employee's attitudes (including intent to stay, normative commitment, trust, distributive justice and procedural justice) and performances (including task performance and organizational citizenship behavior). The results show that under balanced contract, employees demonstrate highest level of attitudes and performances. Employees under transactional and transitional contract demonstrate lowest level of attitudes and performances. These results mean that stable and long term relationships between employees and organization are more important than economic incentives' giving.
期刊論文
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30.Pearce, Jone L.(1993)。Toward an organizational behavior of contract laborers: Their psychological involvement and effects on employee co-workers。Academy of Management Journal，36(5)，1082-1096。  new window
31.Morrison, E. W.(1994)。Role definitions and organizational citizenship behavior: the importance of the employee's perspective。Academy of Management Journal，37(6)，1543-1567。  new window
32.Arthur, J. B.(1992)。The Link between Business Strategy and Industrial Relations Systems in American Steel Minimills。Industrial and Labor Relations Review，45(3)，488-506。  new window
33.Becker, Brian、Gerhart, Barry(1996)。The impact of human resource management on organizational performance: Progress and prospects。Academy of Management Journal，39(4)，779-801。  new window
34.Osterman, P.(1994)。How Common is Workplace Transformation and Who Adopts It?。Industrial and Labor Relations Review，47(2)，173-188。  new window
35.Youndt, Mark A.、Snell, Scott A.、Dean, James W. Jr.、Lepak, David P.(1996)。Human resource management, manufacturing strategy, and firm performance。Academy of Management Journal，39(4)，836-866。  new window
36.黃家齊(20020600)。組織公正與組織公民行為--認知型與情感型信任的中介效果。臺大管理論叢，12(2)，107-141。new window  延伸查詢new window
37.Moorman, Robert H.(1991)。Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?。Journal of Applied Psychology，76(6)，845-855。  new window
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41.Robinson, S. L.、Morrison, E. W.(2000)。The development of psychological contract breach and violation: A longitudinal study。Journal of Organizational Behavior，21(5)，525-546。  new window
42.Rousseau, Denise M.(1989)。Psychological and implied contracts in organizations。Employee Responsibilities and Rights Journal，2(2)，121-139。  new window
43.Rousseau, Denise M.、McLean-Parks, J.(1993)。The Contracts of Individuals and Organizations。Research in Organizational Behavior，15，1-43。  new window
44.Rousseau, Denise M.、Greller, Martin M.(1994)。Human Resource Practices: Administrative Contract Makers。Human Resource Management，33(3)，385-401。  new window
45.Robinson, Sandra L.(1996)。Trust and breach of the psychological contract。Administrative Science Quarterly，41(4)，574-599。  new window
46.Turnley, William H.、Feldman, Daniel C.(2000)。Re-examining the effects of psychological contract violations: Unmet expectations and job dissatisfaction as mediators。Journal of Organizational Behavior，21(1)，25-42。  new window
47.Robinson, S. L.、Morrison, E. W.(1995)。Psychological Contracts and OCB: The Effect of Unfulfilled Obligations on Civil Virtue Behavior。Journal Of Organizational Behavior，16(3)，289-298。  new window
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51.Meyer, John P.、Allen, Natalie J.、Smith, Catherine A.(1993)。Commitment to Organizations and Occupations: Extension and Test of A Three-Component Conceptualization。Journal of Applied Psychology，78(4)，538-551。  new window
52.Meyer, John P.、Allen, Natalie J.(1991)。A three-component conceptualization of organizational commitment。Human Resource Management Review，1(1)，61-89。  new window
53.Schoorman, F. David、Mayer, Roger C.、Davis, James H.(2007)。An Integrative Model of Organizational Trust: Past, Present, and Future。Academy of Management Review，32(2)，344-354。  new window
54.Huselid, Mark A.(1995)。The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Performance。Academy of Management Journal，38(3)，635-672。  new window
55.Allen, Natalie J.、Meyer, John P.(1990)。The Measurement and Antecedents of Affective Commitment and Normative Commitment to the Organization。Journal of Occupational and Organizational Psychology，63(1)，1-18。  new window
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65.Cameron, K.、Freeman, S. J.、Misha, A. K.(1991)。Best Practices in White Color Downsizing。The Academy of Management Executive，5(3)，57-73。  new window
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67.黃同圳(2000)。Are the Human Resource Practices of Effective Firms Distinctly Different from Those of Poorly Performing Ones? Evidence from Taiwanese Enterprises。The International Journal of Human Resource Management，11(2)，436-451。  new window
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學位論文
1.凌欣慧(1997)。生涯階段與工作行為關係之研究--專業承諾及組織承諾之中介效果分析(碩士論文)。國立中山大學。  延伸查詢new window
2.陸儀勳(1996)。員工認知因素與工作價值對組織公民行為影響之研究：以高雄地區金融業櫃檯從業人員為例，沒有紀錄。  延伸查詢new window
圖書
1.Blau, P. M.(1964)。Exchange and Power in Social Life。New York：John Wiley and Sons。  new window
2.Lawler, Edward E. III(1992)。The Ultimate Advantage: Creating the High-Involvement Organization。San Francisco, California：Jossey-Bass。  new window
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圖書論文
1.Rousseau, D. M.(1985)。Issues of level in organizational research: multi-level and cross-level perspectives。Research in Organizational Behavior。Greenwich, Connecticut：JAI Press。  new window
 
 
 
 
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