||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.