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研究生： 徐丞志
Cheng-Chih Hsu
論文名稱： 組織變革與員工的組織承諾及退卻行為關係之研究：論心理契約與組織犬儒之中介影響
指導教授： 陳春希
口試委員:
學位類別： 碩士
Master
系所名稱： 管理學院 - 企業管理學系
Department of Business Administration
論文出版年： 2025
畢業學年度： 113
語文別： 中文
論文頁數： 63
中文關鍵詞： 組織變革抗拒 、心理契約違犯 、組織犬儒 、組織承諾 、退卻行為
外文關鍵詞： organizational change resistance, psychological contract breach, organizational cynicism, organizational commitment, withdrawal behavior
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    • 本研究主要探討組織變革抗拒、心理契約違犯、組織犬儒、組織承諾及退卻行為之間的關係，利用網路將電子問卷內容發放給台灣各產業的在職人士，共回收252份。本研究以描述性統計分析、信度分析、效度分析、相關分析及階層迴歸分析來檢驗變項之間的關係。研究結果顯示：(1)組織變革抗拒與組織承諾具有負向關係；(2)組織變革抗拒與退卻行為具有正向關係；(3)心理契約違犯與組織犬儒具有正向關係；(4)心理契約違犯在組織變革抗拒與組織承諾間具有部分中介效果；(5)心理契約違犯在組織變革抗拒與退卻行為間具有部分中介效果；(6)組織犬儒在組織變革抗拒與組織承諾間具有完全中介效果；(7)組織犬儒在組織變革抗拒與退卻行為間具有部分中介效果。綜合上述的研究結論，本研究提出管理意涵，並針對未來的研究提出相關之建議。

    The study delves into the relationships among organizational change resistance, psychological contract breach, organizational cynicism, organizational commitment, and
    withdrawal behavior. Data were collected through online survey and analyzed. It is found that organizational change resistance is negatively related to organizational commitment and positively related to withdrawal behavior. Psychological contract breach is positively related to organizational cynicism. Psychological contract breach partially mediates the relationships among organizational change resistance, organizational commitment and withdrawal behavior. Organizational cynicism fully mediates the relationship between organizational change resistance and organizational commitment. It also partially mediates the relationship between organizational change resistance and withdrawal behavior. Drawn on to the findings, managerial implications and suggestions for future research are thus discussed.

    中文摘要 i Abstract ii 誌謝 iii 目錄 iv 圖目錄 vi 表目錄 vii 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 2 第三節 研究流程 3 第二章 文獻探討 4 第一節 組織變革抗拒 4 第二節 心理契約違犯 6 第三節 組織犬儒 8 第四節 組織承諾 11 第五節 退卻行為 15 第六節 研究變項間之關係 17 第三章 研究方法 19 第一節 研究架構 19 第二節 研究工具 20 第三節 研究設計 22 第四節 研究分析方法 23 第四章 研究結果 24 第一節 描述性統計分析 24 第二節 信效度分析 26 第三節 相關分析 28 第四節 階層迴歸分析 29 第五章 結論與建議 40 第一節 研究結論與討論 40 第二節 管理意涵 42 第三節 研究限制 43 第四節 未來研究建議 44 參考文獻 45 附錄 48

    一、英文文獻
    Andersson, L. M. (1996). Employee cynicism: An examination using a contract violation framework. Human relations, 49(11), 1395-1418.

    Coyle-Shapiro, J. A.-M., Costa, S. P., Doden, W., & Chang, C. (2019). Psychological contracts: past, present, and future. Annual Review of Organizational Psychology and Organizational Behavior, 6, 145-169.

    Dean, J. W., Brandes, P. & Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23(2), 341-352.

    Ince, M. & Turan, Ş. (2011). Organizational cynicism as a factor that affects the organizational change in the process of globalization and an application in Karaman’s public institutions. European Journal of Economics, 37, 104-121.

    Kalağan, G. & Aksu, M. B. (2010). Organizational cynicism of the research assistants: A case of Akdeniz university. Procedia - Social and Behavioral Sciences, 2(2), 4820-4825.

    LaLopa, J. M. (1997). Commitment and turnover in resort jobs. Journal of Hospitality & Tourism Research, 21(2), 11-26.

    Meyer, J. P., Allen, N. J. & Smith, C. A. (1993). Commitment to organizations and occupations: extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.

    Mirvis, P. H. & Kanter, D. L. (1991). Beyond demography: A psychographic profile of the workforce. Human Resource Management, 30(1), 45-68.

    Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.

    Neves, P. (2012). Organizational cynicism: Spillover effects on supervisor-subordinate relationships and performance. Leadership Quarterly, 23(5), 965-976.

    O’Reilly, C. A. & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499.

    Piderit, S. K. (2000). Rethinking resistance and recognizing ambivalence: A multidimensional view of attitudes toward an organizational change. Academy of Management Review, 25(4), 783-794.

    Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.

    Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139.

    Schalk, R., & Roe, R. (2007). Towards a dynamic model of the psychological contract. Journal for the Theory of Social Behaviour, 37, 167-182.

    Sims, R. R. (1994). Human resource management’s role in clarifying the new psychological contract. Human Resource Management, 33(3), 373-382.

    Morrow, P. (1993) The Theory and Measurement of Work Commitment. JAI Press.

    Topa, G., Aranda-Carmena, M., & De-Maria, B. (2022). Psychological contract breach and outcomes: A systematic review of reviews. International Journal of Environmental Research and Public Health, 19(23), 15527.

    Turnley, W. H. & Feldman, D. C. (2000). Re-examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators, Journal of Organizational Behavior, (21), 25-42.

    Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680.

    二、網路資料
    Ahmed, Z. & Siddiqui, D.A. (2020). Organisations ethical environment, change management and commitment: The role of change readiness, resistance, and employees’ withdrawal. SSRN. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3683238

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