| Summary: | 碩士 === 國立成功大學 === 國際企業研究所碩博士班 === 98 === This research is designed to better understand how employee-organization relationship influences psychological contract fulfillment. Meanwhile, this study also wants to investigate the impact of psychological contract fulfillment on employee’s performance. Moreover, we also try to examine the mediating role of psychological contract fulfillment and the moderating effects of leader-member exchange and perceived organizational support.
In this research, two versions of questionnaires were used: the HRM manager version and the direct subordinate version. We sent 500 questionnaires to electronic companies in Taiwan. 123 matched questionnaires are usable and the final return rate is 24.06%. After collecting multi-sources data from the high-tech companies, we use Hierarchical Regression Analysis to examine the model fit and test research hypotheses.
Our findings can be summarized as follows. First, there is the positive relationship between employee-organization relationship and psychological contract fulfillment. Secondly, psychological contract fulfillment is positively associated with performance. Finally, psychological contract fulfillment partially mediates the relationship between employee-organization relationship and psychological contract fulfillment.
The research’s most important contribution is that it’s the first empirical research to treat psychological contract fulfillment as the mediator, and demonstrate the mediating effect does exist. Furthermore, we also prove that employee-organization relationship have the positive impact on psychological contract fulfillment which hasn’t been found out in previews research. Besides, this study is also the first empirical study to integrate all these variables in the same model. These findings may contribute to the academic research and practical implications.
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