根據研究的結果，有下列的發現： 1.不同個人屬性的銀行員工對工作不安全感之知覺與心理契約實現有差異。 2.銀行員工對工作不安全感之知覺對其工作效能有負向影響。 3.透過社會交換的關係，員工心理契約上的結果將反映在員工的組織公民行為及工作績效上。 Due to domestic policy implementation regarding Financial liberalization, the Banking employees now encounter a phase of “entire salesmanlized”, which the only job protection comes from their professional knowledge and license. Employees who can not accommodate to this change could only choose to retire early or accept laid off, whether they are willing or forced to do. Employees who stay on the job must sense job insecurity, which make them encounter psychological contract impact, and affect their attitude and behavior.
The motivation of this study is to understand the change of financial employment environment from lifetime employment to flexible, casual and contingent relationship, and the impact of this change which triggers job insecurity for workers.
Employees will transform their obligation to employer and their execution condition of psychological contract recognition to further develop as real attitude and behaviors in order to balance industrial relations. We also try to study how this psychological and behavioral change will affect working effectiveness of individual worker.
This research surveyed employees of banking subsidiary under domestic financial holding company. The methodology of this research includes descriptive analysis、reliability analysis、relevant analysis and regression analysis. According to the results, we have found that: 1.Individuals have personal differences on the sense of job insecurity and psychological contract realization. 2.The recognitions of job insecurity have negative impact on job effectiveness for Banking employees. 3.The results of employees’ psychological contracts will reflect civil behaviors and job performance throughout the relationship of social exchange.
