在現今的快速變化世代，企業為了緩解所面臨的高度壓力與競爭，嘗試用非典型僱用型態進行聘雇，以控制人力成本，並滿足彈性運用人力的需求，如此的聘僱模式也將會成為未來的職場趨勢，而組織如何使非典型勞動者建立組織認同，甚至展現有利組織且超越職務角色要求的行為，是逐漸受到企業重視的管理議題之一，因此，本研究以非典型勞動者中的約聘人員作為研究對象，探討組織社會化、組織認同、公民美德及忠誠提倡間的關係，並同時探討成就需求特質於組織社會化與組織認同間的調節效果。

本研究透過SurveyCake線上問卷，進行結構性之問卷調查，總共回收299份有效問卷，並將回收之問卷進行研究分析。

研究結果發現：(1)組織社會化對約聘員工展現公民美德具有正向影響。(2)組織社會化對約聘員工展現忠誠提倡具有正向影響。(3)組織社會化對約聘員工的組織認同具有正向影響。(4)組織認同對約聘人員展現公民美德具正向影響。(5)組織認同對約聘人員展現忠誠提倡具正向影響。(6)組織認同會中介影響約聘員工組織社會化與公民美德之關係。(7)組織認同會中介影響約聘員工組織社會化與忠誠提倡之關係。(8)約聘員工的成就需求特質會正向調節組織社會化之工作訓練構面與組織認同之關係。(9)約聘員工的成就需求特質不會調節組織社會化之了解組織、同事支持、未來期望構面與組織認同之關係。

In today's era of rapid change, to alleviate the high pressure and competition, companies try to employ atypical employment patterns to control labor costs and meet the demand for flexible use of manpower. Such an employment model will also become a future workplace trend, and how the organizations enable atypical workers to establish organizational identification, and even demonstrate behaviors that are beneficial to the organization and beyond the requirements of job roles, is one of the management issues that companies are gradually paying attention to. Therefore, this study focuses on contracted workers, exploring the relationship between organizational socialization, organizational identification, civic virtue, and loyal boosterism, and to explore the moderating effect of the need for achievement between organizational socialization and organizational identification.

In this study, a structured questionnaire survey was conducted through SurveyCake, and a total of 299 valid questionnaires were collected.
The results are found that: (1) Organizational socialization has a positive impact on contracted workers’ display of civic virtue. (2) Organizational socialization has a positive impact on contracted workers’ display of loyal boosterism. (3) Organizational socialization has a positive impact on the organizational identification of contracted workers. (4) Organizational identification has a positive impact on contracted workers’ display of civic virtue. (5) Organizational identification has a positive impact on contracted workers’ display of loyal boosterism. (6) Organizational identification has mediating effect between contracted workers’ organizational socialization and civic virtue. (7) Organizational identification has mediating effect between contracted workers’ organizational socialization and loyal boosterism. (8) The trait of need for achievement of contracted workers has a positive moderating effect between training (an aspect of organizational socialization) and organizational identification. (9) The trait of need for achievement of contracted workers has no moderating effect between understanding, co-worker support and future prospects (aspects of organizational socialization) and organizational identification.

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