本文旨在瞭解權宜雇用受僱者對於勞雇雙方彼此應靈之責任及義的看法，及其影響因素，以利組織更有效運用此類型之人力。方法上，以深度訪談及問卷調查進行資料的收集與分析，而後採描述性統計、信度分析、因心分析、差異分析(獨立樣本t檢定單因子變異數分析)等方式進行資料分析。 經實證分析發：權寥雇用人員的心理契約之內涵，包括雇主應盡責任之福利與資源提供、薪酬、善待員工，以及業務交付等四個構面；以及員工應盡責任之協助公司及自我能力提升、完善處理工作、保密及同儕相處等三個構面。此外受雇者個人背景之與教育程度、對未來工作規劃、從事權宜工作的年資、是否曾有全職工作、是否到出版社工作、是否同時與多家公司保持合作關係等差異；以及受雇者對於出版社對待此類受雇人員的方式與態度的感受等，均會影響其心理契約內涵。

The main purpose of this research is to discuss the contingent worker on the perception of reciprocal obligations between the employer and the employee, for the purpose of get more knowledge about it and improve the relationship between employer and employees. In-depth interviews and questionnaires are applied upon doing researches. The data were analyzed by using descriptive statistics, reliability analysis, T-Test and one-way ANOVA. According to the results of in-depth interview and questionnaire survey, this study present the major findings as follow: (1) As the content of psychological contract, the contingent worker believed that the employer should pay attention to four basic conditions: good welfare to and resources for the contingent worker to get work done, payment, employee-friendly attitude, and the appointment of task. There are still three aspects considered to be equally important: fitst of all, the contributions for the organizational profit and the promotion of self-competence; secondly, the high quality performance; finally, business security and peer relationship. (2) The psychological contract will be affected by the background and experiences of contingent worker, as well as the treatment to contingent worker of the employer.