疫情期間影響多數企業改變工作型態，傳統企業開始實施無薪假、科技業則實施遠距離工作。疫情結束後，科技業開始要求員工回到崗位，員工則指出在家工作依然可以維持效率，則漸漸開始發展出數位遊牧工作者、外送員等倚靠網路即可工作的全新工作型態。
本研究以外送員的心理所有權出發，探討組織信任如何影響員工忠誠，以及謠言干擾心理所有權和組織信任之關聯。
本研究以外送員主要研究施測對象，透過社群平台以及外送員群族發送問卷，有效問卷為209份。研究結果顯示：
一、心理所有權與員工忠誠度成正向關係
二、心理所有權對組織信任具有顯著正向的影響
三、組織信任對於員工忠誠具有顯著正向影響
四、心理所有權會因為謠言干擾組織信任

本研究依據實證研究結論，提出相關的實務管理意涵以及相關建議。

During the epidemic, most companies have changed their work styles. Traditional companies have begun to implement unpaid leave, and the technology industry has implemented remote work. After the epidemic ended, the technology industry began to require employees to return to their posts. Employees pointed out that working from home can still maintain efficiency, and gradually began to develop new types of work such as digital nomad workers and delivery people who rely on the Internet to work.
This study starts from the psychological ownership of senders, and explores how organizational trust affects employee loyalty, and how rumors interfere with the relationship between psychological ownership and organizational trust.
In this study, the delivery staff mainly studied the test subjects, and the questionnaires were sent through social platforms and delivery staff groups. There were 209 valid questionnaires. research shows:
1. There is a positive relationship between psychological ownership and employee loyalty
2. Psychological ownership has a significant positive impact on organizational trust
3. Organizational trust has a significant positive impact on employee loyalty
4. Psychological ownership will interfere with organizational trust due to rumors

Based on the conclusions of empirical research, this study puts forward relevant practical management implications and related suggestions.

審定書 ⅰ
摘要 ⅱ
ABSTRACT ⅲ
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 6
第一節 謠言 6
第二節 組織信任 7
第三節 員工忠誠度 9
第四節 心理所有權 10
第五節 各變相關聯性探討 11
第三章 研究方法 13
第一節 研究假設及架構 13
第二節 研究對象與設測程序 14
第三節 資料分析方法 15
第四節 研究工具 15
第五節 信效度分析 18
第四章 研究結果 20
第一節 樣本描述性結構分析 20
第二節 各變項間敘述統計 23
第三節 皮爾森相關分析 25
第四節 驗證性因素分析 27
第五節 差異性分析 27
第六節 多元迴歸分析 28
第五章 討論與建議 31
第一節 研究結果與討論 31
第二節 管理意涵 33
第三節 研究限制與未來研究建議 35
參考文獻 37

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