近年來，員工福利開始成為人才尋找工作時考量因素的一部分，但過往研究多以彈性福利措施探討工作滿意度與組織承諾間關係，少有以非彈性福利措施角度探討組織承諾的研究，因此，本研究以實施非彈性福利措施的企業為研究對象，進一步探討心理契約與員工福利滿意度、組織承諾之間的關係，試圖針對此研究缺口提出貢獻。本研究採用問卷調查法，共收集212份來自不同產業的有效問卷，並採用相關及階層迴歸分析進行假設檢定。研究結果顯示:心理契約與員工福利滿意度、組織承諾呈正相關，員工福利滿意度與組織承諾亦為正相關，並且員工福利滿意度能部分中介心理契約與組織承諾關係。本研究依據研究結果進行討論，分別提出研究理論與實務意涵。

In recent years, Employees Benefit is starting to be part of talent’s consideration when looking for a job,however, most of the previous studies have used flexible benefit programs to explore the relationship between job satisfaction and organizational commitment, and few studies have explored organizational commitment from the perspective of inflexible benefit programs.Therefore,this research takes enterprises that implement employee benefit satisfaction of inflexible benefit programs as the research object,and further explores the relationship between employee benefit satisfaction, psychological contract and organizational commitment, trying to make contributions to this research gap.This research adopts a questionnaire survey from employees of different fields in Taiwan, including 212 valid sampling.We using hierarchical regression analysis to test the proposed hypothesis. The results show that: Psychological contract is positively with employee benefit satisfaction and organizational commitment. Employee benefit satisfaction and organizational commitment are positively related.Furthermore,employee benefit satisfaction shows partially mediation to the relationship between psychological contract and organizational commitment.Based on the results of the study,theoretical and practical implications are discussed.

論文審定書 i
誌 謝 ii
摘 要 iii
Abstract iv
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 2
第二章 文獻探討 3
第一節 心理契約 3
第二節 員工福利 7
第三節 組織承諾定義及分類 10
第四節 心理契約與員工福利滿意度及組織承諾之關係 12
第三章 研究方法 14
第一節 研究架構 14
第二節 研究對象與資料蒐集 14
第三節 研究變項的操作定義與衡量工具 19
第四節 資料分析方式 23
第四章 研究結果 24
第一節 各變數間敘述性統計與相關係數 24
第二節 假設檢定 24
第五章 討論與建議 27
第一節 研究發現與管理意涵 27
第二節 研究限制與未來研究建議 30
參考文獻 31
附錄-問卷 34

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