主管关系、心理契约满足与组织公民行为 - 中华人力资源发展学会.pdf

主管關係、心理契約滿足與組織公民行為：資源配置與社 會資本觀點 Supervisor, Psychological Contract Fulfillment and Organizational Citizenship Behavior: Perspectives of Resource Allocation and Social Capital 施智婷 林鉦棽 國立屏東商業技術學院企管系 國立屏東科技大學企業管理系 摘要 心理契約理論中主張「主管為員工心理契約之制定者」的觀點但卻鮮有研究進行驗 證。因此，為了彌補此一缺口，本研究以領導成員交換關係探討主管和部屬心理契約制 訂之間的關係，並從主管之資源配置與員工之社會資本的觀點﹐檢驗資源獲取、資訊獲 取與情感支持之中介效果，最後並檢驗與組織公民行為的理論模型。本研究以結構模式 中之隨機係數路經分析法分析金融業228筆「主管-部屬」配對資料，研究結果大致符合 本研究的預期。結果顯示當主管和部屬有高品質的交換關係時，部屬透過獲得有益於完 成工作任務的資源與資訊，進而提高員工知覺組織履行心理契約的程度並表現組織公民 行為；然而，主管給予部屬的情感支持則不具中介效果。針對上述結果，本研究提出相 關的討論與後續研究建議。 關鍵詞：心理契約滿足、領導成員交換理論、社會資本、資源配置、組織公民行為。 Abstract Psychological contract theory contend that supervisors as the contract maker. However, little is known about how supervisors impact on subordinate’s psychological contract. The study is designed to shed the light of the relationship between leader-member exchange and psychological contract fulfillment. From perspectives of resource allocation and social capital, we examined whether leader-member exchange increased acquired information, acquired resources and emotional support from supervisors and enhance psychological contract fulfillment and in turn increase organizational citizenship behaviors. We employed random coefficient model in structure model to analyze a sample of 228 supervisor-subordinate dyad obtained in financial industries. Results generally support our hypotheses, in that acquired information and acquired resources have significant mediating effects between leader-member exchange and psychological contract fulfillment, but emotional support does not. Further theoretical and practical implications are discussed. Key words: