人力資源管理活動認知與員工態度、績效之關聯性差異分析－心理契約與社會交換觀點

The Study of Differential Relationships between Human Resource Management Practices Perception and Employees' Attitude and Performance: Psychological Contract and Social Exchange Perspectives

10.6656/MR.2002.21.4.CHI.101

黃家齊(Jia-Chi Huang)

人力資源管理 ； 心理契約 ； 交易型契約 ； 關係型契約 ； 經濟性交換 ； 社會性交換 ； human resource management ； psychological contract ； transactional contract ； relational contract ； economic exchange ； social exchange

管理評論

21卷4期（2002 / 10 / 01）

101 - 127

繁體中文

本研究由心理契約與社會交換理論之觀點，主張人力資源管理活動可加以區分為提供經濟誘因以及長期人力資本投資等兩類活動。進而探討兩類人力資源管理活動與員工的留任意願、信任、分配公正、正式程序公正、互動公正、情感性承諾與規範性承諾等態度，以及任務績效與組織公民行為等績效表現間的關聯性。研究結果發現，整體而言，員工對長期人力資本投資活動認知與員工態度及績效間均有正向關聯性，提供經濟誘因活動認知亦與員工態度有正向關係。且兩類人力資源管理活動與各項員工態度與行為間的關聯性強弱有明顯差異，其中提供經濟誘因活動與分配公正之關聯性明顯高於長期人力資本投資活動。而長期人力資本投資活動與留任意願、情感性承諾、任務績效與組織公民行為等變項的關聯性則高於提供經濟誘因活動。

In the perspective of psychological contract and social excahange, we argue that human resource management practices play two roles. One is economic incentives' giving, the other is human capital investment. We explored these two different kinds of human resources management practices' effect on employee's attitudes (including intent to stay, trust, distributive justice, formal procedural justice, interactional justice, affective commitment, and normative commitment) and performances (including task performance and organizational citizenship behavior). Generally, the results show that Employees' perception about human capital investment practice has positive relationships with employees' attitudes and performance, and economic incentives' giving practice perception also has positive relationships with employees' attitudes. But the strength of relationships between these two practices and employees' attitudes and performances have significantly differences. Economic incentives' giving practice is related to distributive justice more significantly than human capital investment practice. In contrary, human capital investment practice is related to intent to stay, affective commitment, task performance and organizational citizenship behavior more significantly.

1. 陳世哲 Chen, Shyh-Jer、許淑君 Hsu, Shu-Chun(1999)。競爭策略、人力資源管理系統與組織績效之研究 Competitive Strategies, Human Resource Management Systems, and Organizational Performance。亞太管理評論 Asia Pacific Management Review，4(4)
   連結：
2. Amason, A. C.(1996).Distinguishing the Effects of Functional and Dysfunctional Conflict on Strategic Decision Making: Resolving a Paradox for Top Management Teams.Academy of Management Journal,39(1)
3. Barnard, C. I.(1938).The Functions of the Executive.Cambridge, Mass.:Harvard University Press.
4. Bies, R. J.(1987).The Predicament of Injustice: The Management of Moral Outrage.Research in Organizational Behavior,9
5. Bies, R. J.,Moag, J. S.(1986).Research on Negotiation in Organizations, Vol. 1.Greenwich, CT:JAI Press.
6. Blau, P. M.(1964).Exchange and Power in Social Life.New York:John Wiley and Sons.
7. Cohen, J.,Cohen, P.(1983).Applied Multiple Regression/ Correlation Analysis for the Behavioral Sciences.Hillsdale, NJ:Lawrence Erlbaum Associates.
8. Cooley, W.,Lohnes, P. R.(1971).Multivariate Data Analysis.New York:John Wiley ＆ Sons.
9. Deckop, J. R.,Mangel, R.,Cirka, C. C.(1999).Getting more than You Pay for: Organizational Citizenship Behavior and Pay-for-performance Plans.Academy of Management Journal,42
10. Delery, J. E.,Doty, D. H.(1996).Modes of Theorizing in Strategic Human Resource Management (SHRM): Tests of Universalistic, Contingency, and Configurational Performance Predictions.Academy of Management Journal,39(4)
11. Farmer, S. M.,Fedor, D. B.(1999).Volunteer Participation and Withdrawal: A Psychological Contract Perspective on the Role of Expectations and Organizational Support.Nonprofit Management ＆ Leadership,9(4)
12. Folger, R.,Greenberg, J.(1985).Procedural Justice: An Interpretive Analysis of Personnel Systems.Research in Personnel and Human Resources Management,3
13. Folger, R.,Konovsky, M. A.(1989).Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions.Academy of Management Journal,32
14. Gooderham, P. N.,Nordhaug, O.,Ringdal, K.(1999).Institutional and Rational Determinants of Organizational Practices: Human Resource Management in European Firms.Administrative Science Quarterly,44
15. Gouldner, A. W.(1960).The Norm of Reciprocity: A Preliminary Statement.American Sociological Review,25(2)
16. Guthrie, J. P.(2001).High-involvement Work Practices, Turnover, and Productivity: Evidence from New Zealand.Academy of Management Journal,44
17. Huselid, M. A.(1995).The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance.Academy of Management Journal,38(3)
18. Ichniowski, C.,Kochan, T. A.,Levine, D.,Olson, C.,Strauss, G.(1996).What Works at Work: Overview and Assessment.Industrial Relations,35(3)
19. Ichniowski, C.,Shaw, K.,Prennushi, G.(1997).The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines.The American Economic Review,87(3)
20. Jones, G. R.(1986).Socialization Tactics, Self-efficacy, and Newcomers' Adjustments to Organizations.Academy of Management Journal,29
21. Konovsky, M. A.,Pugh, S. D.(1994).Citizenship Behavior and Social Exchange.Academy of Management Journal,37(3)
22. Lawler, E. E.(1988).Choosing an Involvement Strategy.Academy of Management Executive,2(3)
23. Lawler, III E. E.(1992).The Ultimate Advantage: Creating the High-Involvement Organization.San Francisco:Jossey-Bass.
24. Legge, K.(1995).Human Resource Management: Rhetorics and Realities.London:Macmillan.
25. MacDuffie, J. P.(1995).Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry.Industrial and Labor Relations Review,48(2)
26. MacNeil, I. R.(1985).Relational Contract: What We Do and Do Not Know.Wisconsin Law Review,3
27. March, J. G.,Simon, H. A.(1958).Organizations.New York:Wiley.
28. McAllister, D. J.(1995).Affect- and Cognition-Based Trust As Foundations for Interpersonal Cooperation in Organizations.Academy of Management Journal,38(1)
29. Meyer, A. D.,徐淑英 Hsu, Su-In,Hinings, C. R.(1993).Configurational Approaches to Organizational Analysis.Academy of Management Journal,36(6)
30. Meyer, J. P.,Allen, N. J.(1991).A Three-component Conceptualization of Organizational Commitment.Human Resource Management Review,1(1)
31. 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)
32. Moorman, R. H.(1991).Relationship between Organizational Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship?.Journal of Applied Psychology,76(6)
33. Morrison, E. W.(1994).Role Definitions and Organizational Citizenship Behavior: The Importance of the Employee's Perspective.Academy of Management Journal,37(6)
34. Morrison, E. W.,Robinson, S. L.(1997).When Employees Feel Betrayed: A Model of How Psychological Contract Violation Develops.Academy of Management Review,22(1)
35. Niehoff, B. P.,Moorman, R. H.(1993).Justice as A Mediator of the Citizenship between Methods of Monitoring and Organizational Citizenship Behavior.Academy of Management Journal,36(3)
36. Organ, D. W.(1988).Organizational Citizenship Behavior: The Good Soldier Syndrome.Lexington, MA:Lexington Books.
37. Organ, D. W.(1990).The Motivational Basis of Organizational Citizenship Behavior.Research in Organizational Behavior,12
38. Osterman, P.(1994).How Common is Workplace Transformation and Who Adopts It?.Industrial and Labor Relations Review,47(2)
39. Ouchi, W. G.(1980).Markets, Bureaucracies, and Clans.Administrative Science Quarterly,25(1)
40. Pfeffer, J.(1994).Competitive Advantage Through People: Unleashing the Power of the Work Force.Boston:Harvard Business School Press.
41. Pil, F. K.,MacDuffie, J. P.(1996).The Adoption of High-involvement Work Practice.Industrial Relations,35(3)
42. Robinson, S. L.(1997).Trust and Breach of the Psychological Contract.Administrative Science Quarterly,41
43. Robinson, S. L.,Kraatz, M. S.,Rousseau, D. M.(1994).Changing Obligations and the Psychological Contract: A Longitudinal Study.Academy of Management Journal,37(1)
44. Robinson, S. L.,Morrison, E. W.(1995).Psychological Contracts and Organizational Citizenship Behavior: The Effects of Unfulfilled Obligations on Civic Virtue Behavior.Journal of Organizational Behavior,16(3)
45. Robinson, S. L.,Morrison, E. W.(2000).The Development of Psychological Contract Breach and Violation: A Longitudinal Study.Journal of Organizational Behavior,21
46. Robinson, S. L.,Rousseau, D. M.(1994).Violating the Psychological Contract: Not the Exception but the Norm.Journal of Organizational Behavior,15
47. Rousseau, D. M.(1989).Psychological and Implied Contacts in Organizations.Employee Responsibilities and Rights Journal,2
48. Rousseau, D. M.(1985).Issues of Level in Organizational Research: Multi-level and cross-level perspectives.Research in Organizational Behavior,7
49. Rousseau, D. M.,Greller, M. M.(1994).Human Resource Practices: Administrative Contract Makers.Human Resource Management,33(3)
50. Rousseau, D. M.,McLean Parks, J.(1993).The Contracts of Individuals and Organizations.Research in Organizational Behavior,15
51. Rousseau, D. M.,Wade-Benzoni, K. A.(1994).Linking Strategy and Human Resource Practices: How Employee and Customer Contracts are Created.Human Resource Management,33(3)
52. Sims, R. R.(1994).Human Resource Management's Role on Clarifying the New Psychological Contract.Human Resource Management,33(3)
53. Sisson, K.(1994).Personnel Management.Oxford:Blackwell.
54. Skarlicki, D. P.,Folger, R.(1997).Retaliation in the Workplace: The Role of Distributive, Procedural, and Interactional Justice.Journal of Applied Psychology,82
55. Skarlicki, D. P.,Folger, R.,Tesluk, P.(1999).Personality as a Moderator in the Relationship between Fairness and Retaliation.Academy of Management Journal,42
56. Storey, J.(1989).New Perspectives on Human Resource Management.London:Routledge.
57. Tsui, Anne S.,Pearce, J. L.,Porter, L. W.,Tripoli, A. M.(1997).Alternative Approaches to the Employee-organization Relationship: Does Investment in Employees Pay off?.Academy of Management Journal,40(5)
58. Turnley, W. H.,Feldman, D. C.(1999).The Impact of Psychological Contract Violations on Exit, Voice, Loyalty, and Neglect.Human Relations,52
59. Tyler, T. R.,Bies, R. J.(1990).Applied Social Psychology in Business Setting.Hillsdale, NJ:Erlbaum.
60. Welbourne, T. M.(1998).Untangling Procedural and Distributive Justice: Their Relative Effects on Gainsharing Satisfaction.Group ＆ Organization Management,23
61. Williams, S.(1999).The Effects of Distributive and Procedural Justice on Performance.The Journal of Psychology,133(2)
62. 林鉦棽 Lin, Cheng-Chen(1996)。組織公正、信任、組織公民行為之研究：社會交換理論之觀點 The Relationships among Organizational Justice, Trust, and Organizational Citizenship Behaviors: The Viewpoint from Social Exchange Theory。管理科學學報 Journal of Management Science，13(3)
63. 凌欣慧(1997)。生涯階段與工作行為關係之研究－專業承諾及組織承諾之中介效果分析。國立中山大學人力資源管理研究所。
64. 徐淑英 Hsu, Su-In(1984).A Role-set Analysis of Managerial Reputation.Organizational Behavior and Human Performance,34
65. 徐淑英 Hsu, Su-In,Pearce, J. L.,Porter, L. W.,Hite, P. H.(1995).Choice of Employee-organization Relationship: Influence of External and Internal Organizational Factors.Research in Personnel and Human Resource Management,15
66. 陸儀勳(1996)。員工認知因素與工作價值對組織公民行為影響之研究：以高雄地區金融業櫃檯從業人員為例。國立中山大學人力資源管理研究所。
67. 黃家齊 Huang, Jia-Chi(2000)。會計、管理及電子商務研討會論文集。台北:東吳大學。
68. 黃家齊 Huang, Jia-Chi(2002)。組織公正與組織公民行為－認知型與情感型信任的中介效果 Organizational Justice and Organizational Citizenship Behavior: The Mediating Effect of Cognition - And Affect-Based Trust。臺大管理論叢 NTU Management Review，12(2)
69. 黃家齊 Huang, Jia-Chi(2000)。人力資源管理系統內部契合與組織績效之關聯性研究：全形理論觀點 The Relationships between Internal Fit of Human Resource Management System and Organizational Performance: Configurational Appraoch。中山管理評論 Sun Yat-Sen Management Review，8(3)
70. 黃家齊 Huang, Jia-Chi、戚樹誠 Chi, Shu-Cheng、李長貴 Lee, Chang-Kuei(1999)。技術特性、績效資訊與薪資給付基礎之關聯性研究－整合組織控制觀點 A Study on the Relationships between Technological Characteristics, Performance Information and Basis for Pay: Integrating Organizational Control Perspectives。管理學報 Journal of Management，16(2)
71. 溫金豐 Uen, Jin-Feng(1999)。高科技廠商的人力資源系統構形及其對組織績效的意涵 The Configurations of Human Resource Systems of High-tech Companies and Their Implications to Organizational Performance。科技管理學刊 Journal of Technology Management，4(2)

1. Huang, Chiung-Yao,Fu, Chung-Jen(2019).Datawin Technology Co., Ltd.: Performance Evaluation and Reward System Designed by Value Creation Patterns.管理評論,38(1),185-200.
2. Meiyu Fang,H.Y. Yen(2020)。A Meta-Analytic Study of Perceived High Performance Work System and Job Performance。管理評論，39(3)，81-103。
3. Shih-Yu Yu,Hsu-Hsin Chiang(2021)。Employer Branding and Employee-based Brand Equity: The Mediating and Moderating Effects in Multilevel Models。管理評論，40(1)，131-154。
4. 陳琦凱、張婉菁(2009)。多層次傳銷業組織公平、組織文化、領導成員交換關係與工作滿意之關係。東吳經濟商學學報，66，1-32。
5. 樊學良、陸洛(2017)。團隊結構特徵及社會特質與團隊產出之關係：團隊信任和團隊凝聚力之角色。組織與管理，10(1)，57-89。
6. 傅衡宇,許秀麗,余坤東(2014)。組織控制、組織信任及角色外行為相關性之研究－以台灣地區第三方物流業務人員為例。育達科大學報，38，1-30。
7. 高月慈、袁素娟(2006)。護理人員職場自尊及其相關因素的探討—以中部某區域醫院爲例。醫務管理期刊，7(4)，370-382。
8. 黃啟晉(2014)。論代理理論與對學校組織的衍生問題與解決途徑。學校行政，94，123-141。
9. 黃瓊瑤,傅鍾仁(2019)。鉅茂科技－與價值創造型態配適的績效獎酬設計。管理評論，38(1)，65-81。
10. 靳國芬、吳淑鈴(2013)。國小教師對學校心理契約的期望與實踐知覺之探討。學校行政，88，58-82。
11. 孫煒(2004)。非營利管理的責任問題：政治經濟研究途徑。政治科學論叢，20，141-166。
12. 王智勇(2017)。基督宗教型非營利組織社會工作人員留任意願影響因素探討。社會工作實務與研究學刊，5，117-138。
13. 顏秀穎,房美玉(2020)。感知高績效工作系統與工作績效之後設分析研究。管理評論，39(3)，1-27。
14. 游司宇,江旭新(2021)。雇主品牌管理與員工品牌權益：跨層次之中介與調節影響效果。管理評論，40(1)，47-74。
15. 張火燦、紀乃文(2006)。人力資源主管角色、人力資源部門績效指標與組織績效關係之研究。人力資源管理學報，6(3)，71-93。
16. (2008)。公務人員之組織公民行爲、公平與績效間關係之研究—以南區議會爲例。樹德科技大學學報，10(1)，125-153。
17. (2024)。華人組織中的人際關係：回顧與展望。中華心理學刊，66(1)，153-193。