| Summary: | 碩士 === 中國文化大學 === 國際企業管理研究所 === 95 === Facing the variation of the vocational fields and industrial boundaries, enterprises, in the trend of globalization, are using any measures of organizational change to enhance the flexibility of the performance of human resource as well as increasing the competitiveness.
Under a string of organizational change, employees may have feelings that the organization to go against the psychological contract with them and cause them lost their trust and responsibility for the organization extremely. Besides the physical job specifications, the psychological contract, which can not only affect the employees’ behavior and attitude but also influence the employees’ performance, between the organization and individual employee can has a combination with the production of the operation of the integral organization.
In the past, the studies of psychological contract focus more on the employees’ in-role behavior and extra-role behavior, for the employees’ counterproductive behavior is limited. By the mode of convenience sample, this study surveys the employees of grass roots and the supervisors in the convenient stores, the service industry, in Taiwan. The total 470 valid questionnaire responses were obtained and revealed the followings:
1. Transactional contract is favorable to account for the employees’ in-role behavior.
2. Transactional contract is unfavorable to account for the employees’ counterproductive behavior.
3. Relational contract is favorable to account for the employees’ in-role behavior.
4. Relational contract is favorable to account for the employees’ extra-role behavior.
5. Relational contract is unfavorable to account for the employees’ counterproductive behavior.
In the end, this study interprets the meaning of practice in management and for future studies based on the result.
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