| Summary: | 碩士 === 國立高雄應用科技大學 === 人力資源發展系碩士班 === 102 === This study focused on the relationship between leader-member exchange and psychological contract. Moreover, organization justice was used to be a mediator in order to confirm the mediating role of organization justice in the relationship between leader-member exchange and psychological contract. In addition, job characteristics was used to be a moderator to verify the role of job characteristics in the relationship between organization justice and psychological contract. This study adopted questionnaire survey to research on 272 valid dyadic data of employees and supervisors form the traditional manufacturing, technology and service industries of southern Taiwan, and the valid response rate was 83.69 %. Besides, correlation analysis and hierarchical regression analysis were used to test research hypotheses. The research results are as follows: There is a significant positive relationship between leader-member exchange and psychological contract; there is a significant positive relationship between leader-member exchange and organization justice; there is significant positive relationship between organization justice and psychological contract; organization justice mediates the relationship between leader-member exchange and psychological contract; job characteristics moderates the relationship between organization justice and psychological contract.
|
|---|
