本研究針對全臺灣企業之正職之員工，以線上問卷的方式調查，共獲得43間不同企業之207份有效樣本，產業涵蓋金融業、科技業、製造業、服務業、教育服務業與旅遊餐飲業等等。
本研究分為組織層次與個人層次變數，組織層次為人力資源管理一致性變數，個人層次包含心理契約實現、心理契約強度及組織承諾三個變數。樣本經由SPSS及階層線性模式(HLM)分析驗證文中提出之假設。結果顯示：(1) 心理契約實現對員工心理契約強度有正向顯著的影響；(2) 心理契約實現對員工組織承諾有正向顯著的影響；(3) 心理契約強度對員工組織承諾有正向顯著的影響；(4) 心理契約強度對員工心理契約實現及組織承諾之關係有中介之效果；(5) 人力資源管理一致性對組織承諾有正向影響；(6) 人力資源管理一致性對心理契約強度有正向影響 ；(7) 心理契約強度對人力資源管理一致性與組織承諾的關係無中介效果；(8) 人力資源管理之一致性對心理契約實現與心理契約強度的關係具有調節效果。
依據本研究結果，提出管理意涵及實務上的建議為：當員工感受到雇主確實履行心理契約的內容時，對於未來心理契約被允諾的認知是強烈的，對於組織也會產生高度認同感。且當人力資源管理活動皆能被員工預期，亦會強化同仁的期待，認為心理契約會被實現，對於組織會有高度的認同感，促使員工表現出正向的行為，產生正向循環。因此，企業應確實管控人力資源管理之一致性，進一步了解心理契約的建立，並確實履行契約，使員工有更多正向行為，使公司得以永續發展。

This research conducted an online questionnaire survey of the employees of the full-time Taiwanese companies. A total of 207 valid samples were obtained from 43 different companies. The industries covered include financial services, technology, manufacturing, service, educational services, tourism and catering, and so on.
This research is divided into organizational level and individual level variables, organization level is the consistency of HRM, personal level includes psychological contract fulfillment, psychological contract strength and organizational commitment three variables. The samples are validated by the SPSS and hierarchical linear model (HLM) analysis. The results show that: (1) Psychological contract fulfillment has a positive and significant impact on employees' psychological contract strength; (2) Psychological contract fulfillment has a positive and significant impact on employee organizational commitment; (3) Psychological contract strength has a positive effect on employee organizational commitment; (4) Psychological contract strength has an mediating effect on the relationship between psychological contract fulfillment and organizational commitment; (5) Consistencies of HRM has a positive impact on organizational commitment; (6) Consistencies of HRM Have a positive impact on the psychological contract strength; (7) Psychological contract fulfillment has no mediating effect on the relationship between consistencies of HRM and organizational commitment; (8) The consistencies of HRM has moderating effect on the relationship between psychological contract fulfillment and psychological contract strength.
Based on the findings of this research, the management implications and practical recommendations are presented as follows: Employees who have been fulfilled by the psychological contract have a strong understanding of the promised future psychological contract and have a high degree of recognition for the organization. Moreover, when human resources management activities can be expected by employees, they will strengthen the expectations of colleagues and believe that psychological contracts will be realized. When employees feel or believe that employers will fulfill the content of psychological contracts, they will have a high degree of identity with the organization. Causes employees to produce positive behavior and produce a positive cycle. Therefore, companies should really manage the consistency of human resources management, further understand the establishment of psychological contract, and indeed fulfill the contract, so that employees have more positive behavior, so that the company can continue to develop.

論文審定書 I
誌 謝 II
摘 要 IV
ABSTRACT V
目 錄 VII
圖 次 IX
表 次 X
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 5
第一節 心理契約相關文獻 5
第二節 組織承諾 10
第三節 人力資源管理一致性 11
第四節 心理契約實現、心理契約強度與組織承諾之關係 15
第五節 人力資源管理一致性、心理契約強度與組織承諾之關係 16
第六節 人力資源管理一致性、心理契約實現與心理契約強度之關係 18
第三章 研究方法 20
第一節 研究架構 20
第二節 研究假設 21
第三節 問卷設計與變數衡量方式 23
第四節 資料蒐集方法與樣本特性 38
第五節 資料分析方法 45
第四章 研究結果 47
第ㄧ節 描述性統計與相關分析 47
第二節 心理契約實現、心理契約強度與組織承諾之關係 49
第三節 人力資源管理一致性、心理契約強度及組織承諾之關係 52
第四節 人力資源管理一致性、心理契約實現與心理契約強度之關係 59
第五節 假設驗證結果 61
第五章 結論與建議 65
第一節 研究發現 65
第二節 管理意涵 67
第三節 研究限制與未來研究建議 68
第六章 參考文獻 70
附錄：問卷調查表 80

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