心理契約實現知覺與回任人員組織承諾、離職意圖關係之研究：以組織信任為中介變數

A Study on the Relationships between Fulfillment of Psychological Contract and Organizational Commitment & Turnover Intention among Repatriates: Organizational Trust as a Mediator

10.6147/JHRM.2011.1203.01

陳淑貞(Shu-Chen Chen)

心理契約實現知覺 ； 組織承諾 ； 離職意圖 ； 回任 ； 組織信任 ； fulfillment of psychological contract ； organizational commitment ； turnover intention ； repatriation ； organizational trust

人力資源管理學報

12卷3期（2012 / 09 / 01）

1 - 22

繁體中文

對多國籍企業而言，海外工作任務是一重要研究議題，然而大多數的國際企業相關研究均強調外派，較少討論海外派遣工作任務的另一相關議題：回任，本文聚焦於回任者回任母公司的情境，探討回任者對母公司心理契約實現知覺與回任者的組織承諾及離職意圖的關係。研究中提出心理契約實現知覺與組織承諾、離職意圖的直接關係，以及組織信任的中介效果。本研究是以台灣16家多國籍企業中135位回任人員為研究對象，其平均的外派時間為2.5年，平均回任至今的時間為1.5年。以層級迴歸分析法進行實證，研究結果支持本文研究假設，我們的研究發現：回任者知覺母公司實現心理契約的程度，與離職意圖以及組織承諾間存在直接效果。此外，本研究發現回任者對母公司的組織信任，是母公司實現心理契約知覺與離職意圖間的中介變數；同時亦是實現心理契約知覺與組織承諾間的中介變數。研究結果之管理意涵亦在文中討論之。

International assignments for multinational companies (MNCs) are important managerial issues. However, much more emphasis has been on the factors related to expatriation than those related to repatriation. This paper aimed to focus on the context of repatriation to discuss the relationships between repatriates' perceived fulfillment of psychological contracts, their turnover intention, and organizational commitment. This study proposed a direct effect of the above relationships and a mediating effect by trust. A total of 135 repatriates from 16 multinational companies in Taiwan completed the survey. Average expatriate tenure was 2.5 years and average tenure after repatriation was 1.5 years. Hierarchical regression analysis was used to test our hypotheses. Results supported the proposed, since direct relationships between perceived fulfillment of psychological contracts and turnover intent and organizational commitment were found. The results also indicate a mediating effect by organizational trust. Recommendations for future research were proposed, and managerial implications were discussed in this paper as well.

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