中文摘要
本研究旨在探討新世代工作者心理契約、組織信任與工作態度之間的關聯性。本研究是以任職於新竹地區五家高科技公司且出生於1980至1990年間的全職員工為研究取樣對象，進行問卷調查。總計發出200份問卷，回收196份問卷，其中有效問卷為191份，有效問卷率為96%。
研究結果顯示：（1）新世代工作者心理契約、組織信任度與工作態度之知覺感受良好；（2）性別、年齡與公司別之背景變項會造成新世代工作者知覺心理契約、組織信任與工作態度上有顯著差異；（3）新世代工作者心理契約知覺對工作態度有顯著正向影響；（4）新世代工作者知覺對組織信任有顯著正向影響；（5）新世代工作者組織信任知覺對工作態度有顯著正向影響；（6）新世代工作者組織信任在心理契約與工作態度之間具有中介效果。
最後本研究依據研究結果提出建議，提供實務界與後續相關研究之參考。
關鍵詞：心理契約、組織信任、工作投入、組織承諾、離職傾向

Abstract
This study aims to probe into the relations among psychological contract, organizational trust and work attitude of new generation employees. The study was conducted in a field setting using survey methodology. The sample was limited to new generation employees those who were born between 1980 and 1990 and were currently employed by 5 high-tech companies in Hsinchu city and county. A total of 200 questionnaires were released, 196 questionnaires were received and 191 of them were valid. The research results are as follows:
(1) The new generation employees’ perception on psychological contract, organizational trust and work attitude were all above-average.
(2) There are significant differences existed on psychological contract, organizational trust and work attitude of new generation employees which were based on their personal background variables, including gender, age, and employer.
(3) The new generation employees’ perception of psychological contract had a positive influence on work attitude.
(4) The new generation employees’ perception of psychological contract had a positive influence on organizational trust.
(5) The new generation employees’ organizational trust had a positive influence on work attitude.
(6) The new generation employees’ organizational trust had a partially intermediate effect on both psychological contract and work attitude.
Lastly, specific recommendations are proposed as a reference for the management of organizations, and for future studies.
Keywords：psychological contract, organizational trust, job involvement, organizational commitment and turnover intention.

目 次
第一章 緒論 1
第一節 研究背景與研究動機 1
第二節 研究目的與問題 5
第三節 研究範圍與限制 6
第四節 名詞解釋 8
第五節 研究流程 9
第二章 文獻探討 11
第一節 世代 11
第二節 心理契約 19
第三節 工作態度 31
第四節 組織信任 42
第三章 研究方法 47
第一節 研究設計 47
第二節 研究對象 50
第三節 研究工具 54
第四節 實施程序 58
第五節 資料處理與分析 60
第四章 研究結果 63
第一節 新世代工作者心理契約、組織信任與工作態度之現況分析 63
第二節 新世代工作者心理契約、組織信任與工作態度之背景差異分析 67
第三節 新世代工作者心理契約、組織信任與工作態度之相關分析 82
第四節 新世代工作者心理契約對工作態度之影響 84
第五節 新世代工作者心理契約對組織信任之影響 86
第六節 新世代工作者組織信任對工作態度之影響 88
第七節 新世代工作者組織信任對心理契約與工作態度之中介效果 89
第八節 研究發現與討論 94
第五章 結論與建議 103
第一節 結論 103
第二節 建議 106
參考文獻 107
附錄 119

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