A Study of Employees’ Psychological Contracts after Global Financial Disaster── The Case of High-Tech Industries in Hsinchu Science Park

• Main Authors: Lee, Hsiu-Chin, 李綉琴
• Other Authors: Po-Wei Pan
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/80546528612400033817

碩士 === 玄奘大學 === 國際企業學系碩士班 === 98 === Through the impact of 2008’s Financial Disaster, Taiwan’s high-tech industry faced the dramatic decline of order invoice and it instituted a series of means such as forced-break, vacation without pay, partially shut-down work, even cut wage and lay off worker in order to cope with the situation. Currently, the economy is getting better, but the employees’ psychological fear and worry feeling still remained; it may influence the directions of psychological contracts and the job’s various behavioral performances. In the past, scholars rarely studied conclusively how many types of psychological contracts are there domestically, then confronting the impact of 2008’s Financial Disaster; therefore, the psychological contracts would be weakened. So, the study pointed out such direction and focused on the area of Hsinchu Science Park; then it pinpointed “psychological contracts” and “employees’ behavioral performances” as the variables of study, and utilizing the method of fill in the questionnaire toward the investigations of employees, then analyzing the categories of employees’ psychological contracts and behavioral performances. After progressed and analyzed the research, the study would be able to produce the results as a reference for both the industry and afterward-study of scholars. The study utilized element analysis, relativity analysis, cluster analysis, and deviation analysis, and etc. data analyzing methods in order to examine the various categories of psychological contracts whether or not influencing the employees’ behavioral performances. The study sent out 400 questionnaires toward the employees of Hsinchu Science Park and recovered back 338 questionnaires and the recovery rate of 84.5%; after monitoring the recovered questionnaires, the effective questionnaires were 316 at totaled and the effective questionnaires recovery rate was 79%. Research analysis discovered the following findings: 1. The categories of employees’ psychological contracts can be classified as balanced, relational, transitional, and transactional. 2. The categories of employees’ psychological contracts can influence organizational commitment, work performance, and assisting behavior in organizational citizen. 3. The categories of employees’ psychological contracts indicate no active influence toward the core behavior of organization citizen.