本研究依據社會交換理論之觀點，探討個體組織鑲嵌形態是否會透過心理契約違反之中介機制，影響工作輪調意願，並進一步檢驗當部屬知覺主管具備真誠領導時，是否會調節前述的中介歷程。本研究以間隔兩週之兩個時點的研究設計，共計收集352份有效問卷。依據集群分析結果顯示共有四種組織鑲嵌形態，包含：「偷懶或受困型留任者」、「積極離職者」、「過渡型留任者」、「鑲嵌型敬業留任者」。而路徑分析研究結果顯示：(1) 偷懶或受困型的留任者與工作輪調意願呈現顯著正向關係；(2) 各鑲嵌形態與心理契約違反皆有顯著正向關係；(3) 心理契約違反的認知與工作輪調意願有顯著負向關係；(4) 各鑲嵌形態中，積極型離職者具有最高的心理契約違反；進而產生較低的工作輪調意願；鑲嵌型敬業留任者則具有最低的心理契約違反，進而產生較高的工作輪調意願；(5)過渡型留任者及鑲嵌型敬業留任者與真誠領導之交互作用，與員工認知的心理契約違反會達顯著負向預測效果；(6) 當真誠領導越低時，屬於過渡型留任者透過心理契約違反而影響工作輪調意願之中介效果會越強。最後亦針對研究結果，提出實務意涵與理論貢獻。

Based on the perspective of social exchange theory, this study explores the psychological mechanism of profiles of organizational embeddedness and job rotation interest, and further examines whether this association would be moderated when supervisors have authentic leadership. This study was designed with two-time points separated by two weeks, and 352 valid questionnaires were collected. The cluster analysis result indicated four embeddedness profiles: slackers or trapped retainers, enthusiastic leavers, transitional stayers, and embedded engaged stayers. The research results showed that: (1) Slackers or trapped retainers have a significant positive relationship with job rotation interest; (2) Each profile of organizational embeddedness has a significant positive correlation with psychological contract breach; (3) There is a significant negative correlation between cognition of psychological contract breach and job rotation interest; (4) Among the embeddedness profiles, enthusiastic leavers have the highest psychological contract breach; and thus have lower job rotation interest; embedded engaged stayers have the lowest psychological contract breach, resulting in higher interest to job rotation; (5) The interactions between transitional stayers and embedded engaged stayers and authentic leadership have a significant negative predictive effect on psychological contract breach perceived by employees; (6) When the level of authentic leadership is lower, the mediating effect of the transitional stayers on job rotation interest through psychological contract breach will be stronger. Finally, according to the research results, the practical implications and theoretical contributions are put forward.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖目錄 v
表目錄 v
第一章 緒論 1
第二章 文獻回顧與研究假設 5
第一節、工作輪調 5
第二節、組織鑲嵌 7
第三節、社會交換理論 8
第四節、組織鑲嵌形態與工作輪調意願的關係 10
第五節、心理契約違反 11
第六節、組織鑲嵌形態與心理契約違反的關係 13
第七節、心理契約違反與工作輪調意願的關係 15
第八節、真誠領導的調節效果 16
第三章 研究方法 20
第一節、研究架構 20
第二節、研究對象與資料收集方式 20
第三節、研究工具 24
第四節、資料分析方式 27
第四章 研究結果 29
第一節、驗證性因素分析 29
第二節、相關係數分析與敘述性統計分析 30
第三節、集群分析 32
第四節、假設檢驗 33
第五節、補充分析 41
第五章 研究結論與建議 44
第一節、研究結論、發現與討論 44
第二節、管理意涵 47
第三節、研究限制 49
第四節、未來研究建議 50
參考文獻 52
附錄 59

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