組織違背心理契約時員工的偏差與沉默行為反應: 組織道德氣候的調節作用

Abstract

因為其廣泛之影響與對員工關係之負面作用,心理契約違背在組織行為研究中已受到相當之重視.本研究檢視心理契約違背對員工工作偏差行為與放棄式沉默行為之影響,並檢視員工道德氣候知覺對此影響之調節作用.本研究對九個產業的273員工--同事的配對進行問卷資料收集,分析結果顯示,心理契約違背對員工偏差與沉默行為具有增強作用,而員工道德氣候知覺會降低契約違背對沉默行為的作用.此結果意涵管理者除要培養道德氣候,以消除員工的工作偏差與沉默行為,而且要校正存在的心理契約違背,使組織的員工工作契約管理與其道德氣候一致,以便能有效消除員工的偏差與沉默行為,提升組織效.

Psychological contract breach at work has gained increasing attention from organizational scholars because of its prevalence and its negative impact on employment relationship. The present study examined the effects of psychological contract breach on an employee’s workplace deviance and acquiescent silence behaviors, while also investigating the moderating effect of the employee‘s ethical climate perception on the above relationships. Survey data were collected from a sample of 273 employee-coworker pairs across nine high-tech firms in Taiwan. The results showed that psychological contract breach was positively related to both workplace deviance and acquiescent silence. In addition, the relationship between psychological contract breach and acquiescent silence was found to be moderated by ethical climate perception such that the lower the ethical climate perception, the stronger the positive relationship between psychological contract breach and acquiescent silence. Implications for managerial practice not only includes improving the ethical climate to discourage workplace deviance and acquiescent silence, but also includes striving to fix psychological contract breaches in order to prevent the manifestation of workplace deviance behavior when it aligns with employees’ ethical climate perceptions.