本研究基於組織公民行為對組織之重要性，以自利觀點探討業務員展現組織公民行為之前因心理契約對組織公民行為之影響；且鑑於心理契約之呈現會受到不同人格特質債向影響，故另探討人格特質對心理契約之影響；基於情緒對個人行為反應具影響效果，故以個人情緒調節行為作為干擾變項，藉以探討情緒調節對人格特質與心理契約間關係之干擾效果。
本研究採問卷調查法，研究對象以人壽保險業之專職業務員為主，且為避免同源偏差的疑慮，本研究將研究問卷分為主管他評問卷（含組織公民行為與人口統計變項）及員工自評問卷（包含人格特質、心理契約、情緒調節與人口統計變項）。本研究共發放620份配對問卷，回收497份，回收率為80.16%，經由主管、業務員配對確認與檢查填答內容之完整性，刪除無效問卷45份，有效問卷為452份，有效問卷回收率為72.90%。
回收之有效問卷，利用敘述統計分析，藉以瞭解業務員個人背景屬性上的分佈情形；以皮爾森相關分析檢定人格特質、心理契約、情緒調節與組織公民行為各構面之間的相關性；以迴歸分析檢定人格特質對心理契約之影響；以單因子多變量變異數分析檢定心理契約對組織公民行為之差異性；並以階層迴歸分析檢定情緒調節對人格特質與心理契約間關係之干擾效果。
本研究根據資料分析結果，提出下列結論：
一、不同心理契約對組織公民行為會有不同的影響。
二、不同的人格特質對心理契約實踐具有不同的影響，且經過認知重評的情緒調節效果，會使兩者間之關係形成不同的干擾影響。
三、不同的人格特質對心理契約實踐具有不同的影響，且經過表達抑制的情緒調節效果，會使兩者間之關係形成不同的干擾影響。
四、不同的人格特質對心理契約破壞與違反具有不同的影響，且經過表達抑制的情緒調節效果，會使兩者間之關係形成不同的干擾影響。
本研究根據上述的研究結果提出下列建議：
一、壽險公司或管理人在徵選人才時，可以人格特質的顯現作為參考依據，使公司內業務員盡量避免產生心理契約破壞或違反情形。
二、由於人格特質的不同，在心理契約的呈現上也會有所差異，所以當主管對業務員提出承諾時，不只需要確實實行，在提出承諾前亦可針對不同特質的業務員，提出不同的承諾。
三、公司或主管給予業務員承諾前，除了頇考量前述所提到的不同人格適用的承諾方式，亦先思考其承諾之完成度是否可達到該業務員之標準，以避免業務員心理契約之破壞或違反。
四、壽險公司或主管所提出的承諾亦頇考慮到業務員情緒調節的方式，藉此更準確地掌握業務員心理、滿足其需求。

This research based on the importance of organizational citizenship behavior to organization, that research in before the employees show the organizational citizenship behavior because the psychological contract influences organizational citizenship behavior by self-interest. This research would like to understand the relationship between the psychological contract and organizational citizenship behavior. And using the psychological contract would be influenced by the different personality traits, so, this research analyzed the difference between personality traits and psychological contract. There are some significant influences of emotion to individual behavior, so the ability of individual emotion regulation would be the interfering variable to research the interfering effect of emotion regulation between the personality traits and the psychological contract.
In this research, the researcher will adopt to test the quality of questionnaire with reliability and validity. Full-time salespersons from life insurance companies were invited to participate in the survey. To avoid the misgiving of the deviation from the same cause, for this reason, the questionnaire of this research would be separated two types. One is measured from chief manager, including the organizational citizenship behavior subject and the variable of population statistics. Another is measured by employees themselves, including personality traits, psychological contract, emotion regulation and variable of population statistics. In this study, 620 pairing questionnaires, and a total of 497 questionnaires were returned, a return rate of 80.16%. After discarding invalid 45 questionnaires, totalizing 452 questionnaires were valid, a return rate of 72.90%.
With the valid returned questionnaires, descriptive statistic analysis was conducted for understanding the distribution of the individual background attribute of the sample data; canonical correlation was conducted for testing the relationship between the dimensions of personality traits, psychological contract, emotion regulation, and organizational citizenship behavior; regression analysis was conducted for testing the relationship between the dimensions of personality traits and psychological contract; One-way MANOVA was conducted for testing the effect organizational citizenship behavior on psychological contract; and finally, hierarchical regression analysis was conducted for testing the moderated effect of the emotion regulation on the relationship of personality traits and psychological contract.
According to data analysis, the following findings are concluded in this study:
1. Different psychological contract show the difference in organizational citizenship behavior.
2. Cognitive reappraisal will interfere with the relationship of personality traits and psychological contract fulfillment.
3. Expression suppression will interfere with the relationship of personality traits and psychological contract fulfillment.
4. Expression suppression will interfere with the relationship of personality traits and psychological contract breach and violation.
The Following suggestions were proposed in accordance with the foregoing findings:
1. The personality traits can provide a reference to the hiring companies to choose better of life insurance agents with the lowest psychological contract breach and violation.
2. The employers should apply different personality traits to employees with different commitment in order to achieve better Organizational citizenship behavior.
3. Organizational commitment to supervisor directly influences employees’ psychological contract, so the managers should honored there promises.
4. According to the findings, this study suggests that organizational commitment should be contingent on employee personalities, and should be given to emotion regulation of employee to improve employees’ psychological contract.

目　錄
摘 要 I
Abstract III
誌 謝 VI
目　錄 VII
表目錄 IX
圖目錄 XI
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節　研究變項操作性定義 4
第貳章 文獻探討 9
第一節 人格特質及其相關研究 9
第二節 心理契約及其相關研究 15
第三節 情緒調節及其相關研究 21
第四節 組織公民行為及其相關研究 25
第五節 人格特質、心理契約、情緒調節與組織公民行為之關係 29
第参章 研究設計 40
第一節　研究架構 40
第二節　研究假設 41
第三節　研究工具 45
第四節 研究對象 57
第五節 資料分析方法 58
第肆章　資料分析與討論 60
第一節 樣本分佈與相關分析 60
第二節　人格特質對心理契約之影響分析 64
第三節　心理契約對組織公民行為之差異性分析 69
第四節　情緒調節對人格特質與心理契約間關係之干擾效果分析 73
第五節　研究結果與討論 84
第伍章 結論與建議 105
第一節 研究結論 105
第二節 理論意涵 110
第三節 實務意涵 113
第四節 研究限制與後續研究之建議 115
參考資料 117
附 錄 139
附錄一：主管問卷 139
附錄二：業務員問卷 142
附錄三：受評業務員編號表 146
附錄四：問卷填寫流程說明表 147
附錄五：主管代發問卷流程說明表 148
附錄六：業務員代發問卷流程說明表 149

表 目 錄
表3-3-1 外向性人格特質量表之驗證性因素分析摘要結果 47
表3-3-2 勤勉審慎性人格特質量表之驗證性因素分析摘要結果 48
表3-3-3 神經質人格特質量表之驗證性因素分析摘要結果 49
表3-3-4 自尊人格特質量表之驗證性因素分析摘要結果 50
表3-3-5 心理契約實踐量表之驗證性因素分析摘要結果 52
表3-3-6 心理契約破壞與違反量表之驗證性因素分析摘要結果 53
表3-3-7 情緒調節量表之驗證性因素分析摘要結果 54
表3-3-8 組織公民行為量表之驗證性因素分析摘要結果 56
表4-1-1 業務員個人屬性次數分配 61
表4-1-2 各研究變項之相關係數與信度表 63
表4-2-1 人格特質與交易型心理契約之迴歸分析摘要表 65
表4-2-2 人格特質與關係型心理契約之迴歸分析摘要表 66
表4-2-3 人格特質與平衡型心理契約之迴歸分析摘要表 67
表4-2-4 人格特質與心理契約的破壞之迴歸分析摘要表 68
表4-2-5 人格特質與心理契約的違反之迴歸分析摘要表 69
表4-3-1　交易型心理契約對組織公民行為之多變量變異數分析摘要表 70
表4-3-2　關係型心理契約對組織公民行為之多變量變異數分析摘要表 70
表4-3-3　平衡型心理契約對組織公民行為之多變量變異數分析摘要表 71
表4-3-4　心理契約的破壞對組織公民行為之多變量變異數分析摘要表 72
表4-3-5　心理契約的違反對組織公民行為之多變量變異數分析摘要表 72
表4-4-1　認知重評對人格特質與交易型心理契約之階層迴歸分析摘要表 74
表4-4-2　認知重評對人格特質與關係型心理契約之階層迴歸分析摘要表 75
表4-4-3　認知重評對人格特質與平衡型心理契約之階層迴歸分析摘要表 76
表4-4-4　認知重評對人格特質與心理契約的破壞之階層迴歸分析摘要表 77
表4-4-5　認知重評對人格特質與心理契約的違反之階層迴歸分析摘要表 78
表4-4-6　表達抑制對人格特質與交易型心理契約之階層迴歸分析摘要表 79
表4-4-7　表達抑制對人格特質與關係型心理契約之階層迴歸分析摘要表 80
表4-4-8　表達抑制對人格特質與平衡型心理契約之階層迴歸分析摘要表 81
表4-4-9　表達抑制對人格特質與心理契約的破壞之階層迴歸分析摘要表 82
表4-4-10 表達抑制對人格特質與心理契約的違反之階層迴歸分析摘要表83
表4-5-1 人格特質與心理契約之研究假設驗證結果彙整表 84
表4-5-2 心理契約與組織公民行為之研究假設結果驗證彙整表 87
表4-5-3　心理契約實踐對組織公民行為之事後比較結果摘要表 89
表4-5-4　心理契約破壞與違反對組織公民行為之事後比較結果摘要表 90
表4-5-5 情緒調節干擾效果之研究假設結果驗證彙整表 91

圖 目 錄
圖3-1-1　研究架構 40
圖3-5-1　資料分析方法 58
圖4-3-1 認知重評對自尊人格與交易型心理契約之干擾效果 94
圖4-3-2　認知重評對神經質人格與關係型心理契約之干擾效果 95
圖4-3-3 認知重評對勤勉審慎性人格與平衡型心理契約之干擾效果 96
圖4-3-4　表達抑制對外向性人格與交易型心理契約之干擾效果 97
圖4-3-5　表達抑制對勤勉審慎性人格與交易型心理契約之干擾效果 98
圖4-3-6　表達抑制對自尊人格與交易型心理契約之干擾效果 99
圖4-3-7　表達抑制對外向性人格與平衡型心理契約之干擾效果 100
圖4-3-8　表達抑制對外向性人格與心理契約破壞之干擾效果 101
圖4-3-9　表達抑制對神經質人格與心理契約破壞之干擾效果 102
圖4-3-10 表達抑制對外向性人格與心理契約違反之干擾效果 103
圖4-3-11 表達抑制對神經質人格與心理契約違反之干擾效果 104

中文部份
王永福（2006）。業務人員職能甄選量表之研究－以保險業為例。碩士論文，朝陽科技大學企業管理所，臺中。
王南琳（2003）。薪資公正、升遷公正與心理契約違背之關係探討－以醫師為例。碩士論文，國立中山大學人力資源管理研究所在職專班，高雄。
王振宏、郭德俊（2003）。Gross情緒調節過程與策略評述研究。心理科學進展。 11（6），629-634。
王雅慧（2005）。心理契約與組織外部就業機會對員工知識學習傾向的影響之研究。碩士論文，國立中山大學人力資源管理研究所，高雄。
毛惠媛（2008）。心理契約違背的差異研究。商場現代化。534，309-309。
田祿梅、張建玲（2009）。大學生外顯自尊、內隱自尊、人格特質與積極情感、消極情感的關係。中國心理衛生雜誌。23（3），196-199。
包希鴻（2004）。人力資源管理活動類型、心理契約與工作績效之關聯研究。碩士論文，淡江大學管理科學系碩士班，臺北。
朱惠琴、劉珮穎（2006）。組織溝通對員工變革認知與心理契約影響之研究－以F大學改名過程為例。2006創新、整合與應用研討會論文全文集（頁415-426）。高雄：樹德科技大學管理學院。
朱鴻薇（2004）。教師僱用身分與人格特質對心理契約實現與組織公民行為關係之影響。碩士論文，國立中央大學企業管理研究所，桃園。
呂岱倚（2005）。影響壽險業務團隊創新行為相關因素之研究。碩士論文，朝陽科技大學保險金融管理系，臺中。
余琛（2007）。心理契約履行和組織公民行為之間的關係研究。心理科學進展。30（2），458-461。
沈伊默、袁登華（2006）。心理契約破壞研究現狀與展望。心理科學進展。14（6），912-917。
沈進成、王銘傑（2007）。工作士氣對工作績效影響關係之研究－以工作壓力為干擾變項。經營管理論叢。3（1），81-98。
江寬容（2004）。探討顧客人格特質對信任、承諾與行為意圖間的影響－以大台中銀行業為例。碩士論文，逢甲大學經營管理系在職專班，臺中。
李秋慧（2004）。人格特質、工作特性與工作績效之關係探討－以台灣高科技員工為例。碩士論文，國立中央大學人力資源管理研究所，桃園。
李澄賢（2004）。大學生的情緒調節、調節焦點、樂觀與創造力之關係。碩士論文，國立政治大學教育學系教育心理與輔導組，臺北。
李錫宗（2004）。壽險業務人員業績表現與個人因素之關係－以A人壽保險公司為例。碩士論文，逢甲大學保險學系，臺中。
吳欣展（2006）。五大人格特質對於員工工作態度及員工倫理行為影響之研究－以證券營業員為例。碩士論文，銘傳大學，國際企業學系，臺北。
吳明隆、涂金堂（2007）。SPSS與統計應用分析（第二版）。台北：五南書局。
吳振昌（2001）。預期組織變革不確定感對員工工作反應影響之研究。碩士論文，國防管理學院資源管理研究所，臺北。
巫莉苓（1993）。服務業人力資源管理模式－以第一線服務人員為主。碩士論文，中興大學企業管理研究所，臺中。
杜鵑、張紅靜、李韻、牛娟（2008）。醫學生應對、情緒調節方式與心理創傷後應激反應的相關研究 。山東大學學報（醫學版）。46（2），167-170。
林士峰（2003）。銀行業人力彈性運用與員工心理契約的關係及影響。碩士論文，國立中山大學人力資源管理研究所在職專班，高雄。
林百龍（2007）。五大人格特質與心理契約內容關聯性之研究－以高科技產業之新進員工為對象。碩士論文，中原大學企業管理研究所，桃園。
林洲安（2005）。心理契約、信任與組織公民行為關係之研究：以台灣流通業員工為例。碩士論文，國立中山大學人力資源管理研究所在職專班，高雄。
林淑姬（1992），薪酬公平、程序公平與組織承諾、組織公民行為之關係研究。博士論文，國立政治大學企業管理研究所，臺北。
林淑姬、樊景立、吳靜吉、司徒達賢（1994），薪酬公平、程序公正與組織承諾、組織公民行為關係之研究。管理評論。13（2），87-107。
林慧姿、程景琳（2006）。國小六年級學童自尊、情緒調節與友誼之相關研究。教育心理學報。38（2），177-193。
林璟汶（2005）。五大人格特質、心理契約實踐與組織公民行為關連性探討。第九屆科際整合管理研討會論文全文集下冊（頁1-26）。臺北：東吳大學企業管理學系。
林瀾、莫長煒（2008）。心理契約對組織公民行為之影響。心理科學進展。16（5），779-788。
范熾文、蔡家媛（2007）。激發教師表現優質的組織公民行為。師友月刊。483，1-4。
胡艷華、黃敏兒（2006）。神經質和外傾的負情緒減弱調節特點。心理學報。38（4），553-561。
徐淑貞（2004）。組織公正認知對員工組織公民行為及工作績效的影響。碩士論文，國立中央大學人力資源管理研究所，桃園。
許美鳳（2003）。員工僱用身分對其工作態度及行為的影響。碩士論文，國立中央大學企業管理學系，桃園。
張忠鳳、孟瑞省（2007）。淺談基於心理契約的人力資源管理。商場現代化。512，304-305。
張媚迪、李富田（2009）。心理契約與社會交換、公平理論的關係。商場現代化。565，334-335。
張雅婷（2007）。派遣員工組織公民行為決定因素的研究。碩士論文，國立中央大學人力資源管理研究所，桃園。
陳明志（2006）。壽險業務員人格特質與工作績效之關連性研究。碩士論文，國立中央大學人力資源管理研究所，桃園。
陳春希、王世融、張緯杰、胡清信（2008）。領導－部屬交換關係、信任、主管支持對護理人員組織公民行為之影響。護理研究。16（4），321-328。
陳啟勳（1997）。情緒管理課程對高職學生情緒穩定、人際關係、認知學習行為及學業表現的影響。博士論文，國立臺灣師範大學教育心理與輔導研究所，臺北。
陳群聰（2005）。影響R&D人員創新行為之因素探討。碩士論文，國立中山大學資訊管理學系研究所，高雄。
陳龍弘、盧俊宏、陳淑珠（2005）。情緒調節的概念與策略。諮商與輔導。235，13-15。
曾士祈（2007）。我國壽險業務人員人格特質分析—以P公司為例。碩士論文，朝陽科技大學企業管理系，臺中。
傅啓榮（2007）。心理契約違反與員工工作行為反應關係：工作機會的影響性。運籌與管理學刊。6（2），57-78。
湯超穎、李貴杰、徐聯倉（2008）。團隊情緒研究述評及展望。心理科學進展。16（6），926-932。
彭明娥（2008）。心理環境與英語自主學習。浙江海洋學院學報。25（1），95-99。
黃坤祥、邱貴鴻（2006）。勞資爭議調解委員人格特質關聯要素之探討。2006創新、整合與應用研討會論文全文集（頁56-65）。高雄：樹德科技大學管理學院。
黃怡禎（2003）。心理契約、組織承諾與組織公民行為之關聯性研究－知識工作者與非知識工作者之比較。碩士論文，國立雲林科技大學企業管理系，雲林。
黃純真、林紫婕、游景新（2007）。工作滿意度、組織承諾、組織公民行為、離職傾向相關之研究－以壽險業業務員為例。吳鳳學報。15，181-198。
黃家齊（2003）。人力資源管理活動、雇用關係與員工反應之關聯性研究－心理契約觀點。管理學報。20（3），483-514。
黃淑芬（1998）。國小兒童自尊發展之研究。碩士論文，國立臺南師範學院國民教育研究所，臺南。
黃敏兒、郭德俊（2000）。情緒調節的實質。心理科學。23（1），109-110。
黃敏兒、郭德俊（2001）。情緒調節基本方式及其發展趨勢。應用心理學。7（2），17-22。
黄敏兒、郭德俊（2002）。原因調節與反應調節的情緒變化過程。心理學報。34 （4），371-380。
黃敏兒、郭德俊（2003）。外傾和神經質對情緒的影響。心理學報。26（6），1047-1051。
黃康齡（1990）。以自陳式量表衡量業務人員人格特質之研究。碩士論文，東海大學企業管理研究所，臺中。
楊文野（2006）。心理契約違反與職場偏差行為對組織績效影響之探討。碩士論文，中興大學企業管理學系所，臺中。
楊能豐（2005）。心理契約違反與工作績效關係之研究－以永豐餘造紙股份有限公司為例。碩士論文，國立中山大學人力資源管理研究所在職專班，高雄。
詹益統（1996）。個人屬性、人格特質與內滋激勵和外附激勵關聯性之研究－以交通部數據通信所員工為例。碩士論文，交通大學管理科學所，新竹。
劉海燕、郭德俊（2004）。近十年來情緒研究的回顧和展望。心理科學。27（3），684-686 。
劉媛（2008）。心理契約對組織公民行為的影響分析。商場現代化。534，303-304。
蔡宗宏、池文海、許瑋麟（2007）。運用TAM 模式探討個人動機與社會系絡影響使用者接受知識管理系統之因素－以高科技公司為例。電子商務研究。5（1），81-108。
蔡瑞龍（2008）。派遣員工心理契約、人格特質對工作績效與離職傾向之影響－以派遣公司為調節變項。碩士論文，逢甲大學經營管理在職專班，臺中。
蔡綺芬（2003）。台灣心理契約量表之建立。碩士論文，國立中央大學企業管理研究所，桃園。
鄭燿男（2004）。國民中小學教師的組織公民行為之影響模式。師大學報：教育類。49（1），41-62。
龍育民（2000）。軍官人格特質、工作特性與工作壓力之研究。碩士論文，國防管理學院資源管理研究所，臺北。
蕭文瑞（2005）。組織文化與工作特性對組織公民行為之影響：台灣航空業員工為例。碩士論文，國立中山大學人力資源管理研究所在職專班，高雄。
謝舜安（2007）。人格特質、心理契約、組織承諾與離職傾向之相關性研究。碩士論文，靜宜大學企業管理研究所，臺中。
顏士傑（2003）。員工心理契約與主管領導風格相關性之研究。碩士論文，樹德科技大學經營管理研究所，高雄。
顏綾婕（2005）。航空公司空服員對內部服務品質認知、心理契約與組織公民行為關係之研究。碩士論文，中國文化大學觀光休閒事業管理研究所，臺北。
魏文欽、朱聖和（2008）。人格特質、工作態度、服務品質、工作績效及顧客滿意度關連性之實證研究－以國內金融控股公司為例。International Journal of LISREL 1。1（2），1-24。
魏金音（2005）。保險業務員之情緒勞務、心理契約與離職傾向之相關性研究。碩士論文，國立中正大學勞工研究所，嘉義。
鐘啟二（2008）。處經理創業家精神對領導風格與業務員組織公民行為關聯性之研究－以壽險公司營業單位為例。碩士論文，逢甲大學經營管理學院在職專班，臺中。







西文部份
Barrick, M. R., Greg L. S. & Mike P. (2002). Personality and job performance: Test of the mediating effects of motivation among sales representatives. Journal of Applied Psychology , 87, 43-51.
Barrick, M. R. & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psycology, 44(1), 1-26.
Barrick, M. R. & Mount, M. K. (1993). Autonomy as a moderator of the relationship between the Big Five personality dimensions and job performance. Journal of Applied Psychology, 78(1), 111-118.
Barrick, M. R., Mount, M. K. & Strauss, J. P. (1993). Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting. Journal of Applied Psychology, 78(5), 715-722.
Bettencourt, L. A., Meuter, M. L. & Gwinner, K. P. (2001). A comparison of attitude, personality, and knowledge predictors of Service-Oriented organizational citizenship behavior. Journal of Applied Psychology, 86(1), 29-41.
Birgit A., Susanne E., Uwe H. & Henrik W. (2007). Anticipation of aversive stimuli activates extended amygdala in unipolar depression. Journal of Psychiatric Research, 41(6), 511-522.
Block, J. & Robins, R. W. (1993). A longitudinal study of consistency and change in self- esteem from early Adolescence to early adulthood. Child Development, 64, 909-923.
Butler, E. A., Lee, T. L. & Gross J. J. (2007). Emotion regulation and culture: Are the social consequences of emotion suppression culture-specific? American Psychological Association, 7(1), 30-48.
Campbell, R. J., Guzzo, R. A., Shea, G. P. & Yost, P. R. (1993). Potency in groups: Articulating a construct. British Journal of Social Psychology, 32, 87-106.
Campbell, Jennifer D., Paul D. Trapnell, Steven J. Heine, liana M. Katz, Loraine F. Lavallee & Darrin R. Lehman (1996). Self-concept clarity: Measurement, personality correlates, and cultural boundaries. Journal of Personality and Social Psychology, 70, 141-156.
Cardy, R. L. & Dabbins, G. H. (1994). Performance appraisal: Alternative perspectives. Cincinnati, OH: Southwestern Publishing.
Carson, R. L. & Cardy, K. P. (1996). Personality dimensions and domains of service performance: A field investigation. Journal of Business and Psychology, 9(4), 365-378.
Cattell, B. & Heather, E. P. (1995). Personality structure and the new fifth edition of the 16PF raymond. Educational and Psychological Measurement, 55(6), 926-937.
Chen, Z. X., Tsui, A. S. & Zhong, L. F. (2007). Reactions to psychological contract breach: a dual perspective. Journal of Organizational Behavior, 29(5), 527-548.
Conway, N. & Briner, R. B. (2002). A daily diary of affective responses to psychological contract breach and exceeded promises. Journal of Organizational Behavior, 23(3), 287-302.
Costa, P. T., Jr. & McCrae, R. R. (1992). Four ways five factors are basic. Personality and Individual Difference, 13,653-665.
Coyle-Shapiro, J. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior, 23, 927-946.
Coyle-Shapiro, J. & Kessler, I. (2000). Consequences of the psychological contract for the employment relationship: A large scale survey. Journal of Management Studies, 37(7), 903-930.
Dabos, G. & Rousseau, D. M. (2004). Mutuality and reciprocity in the psychological contracts of employee and employer. Journal of Applied Psychology, 89(1), 52-72.
Davidson, P. (2002). The changing nature of the psychological contract in the IT industry:1997-2001.Human Resource Management research papers [Online]. Available: Specify http://www.angelfire.com/nb/ba1199/lesson028/pc2.pdf
Diefendorff, J. M., Croyle, M. H. & Gosserand, R. H. (2005). The dimensionality and antecedents of emotional labor strategies. Journal of Vocational Behavior, 66, 339-357.
Erez, A. & Judge, T. A. (2001). Relationship of core self-evaluations to gole setting, motivation, and performance. Journal of Applied Psychology, 86(6), 1270-1279.
Farh, J. L., Podsakoff, P. M. & Organ, D.W. (1990), Accounting for organizational citizenship behavior: Leader fairness and task scope versus satisfaction. Journal of Management, 16, 705-721.
Farh, Jiing Lih (樊景立), Lin, Shu Chi (林淑姬) & Earley P. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42(3), 421-444.
Goldberg, L. R. (1990). An alternative “description of personality”: The Big Five factor structure. Journal of Personality and Social Psychology, 59, 1216-1229.
Goldberg, L. R. (2009). International personality item pool: A scientific collaboratory for the development of advanced measures of personality and other individual differences [On-line]. Available: http://ipip.ori.org/ipip/
Grandey, A. A. (2000). Emotion regulation in the workplace: A new way to conceptualize emotional labor. Journal of Occupational Health Psychology, 5, 95-110.
Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of paycuts. Journal of Applied psychology, 75(5), 561-568.
Gross, J. J. & Levenson, R. W. (1993). Emotional suppression: Physiology, self-report, and expressive behavior. Journal of Personality and Social Psychology, 64(6), 970-986.
Gross J. J. (1998). Antecedent and response focused emotion regulation: Divergent consequences for experience, expressive, and physiology. Journal of Personality and Social Psychology, 74(1), 224-237.
Gross, J. J. (1999). Emotion regulation: Past, present, future. Cognition and Emotion, 13, 551-573.
Gross, J. J. (2002). Emotion regulation: Affective, cognitive, and social consequences. Psychophysiology, 39, 281-291.
Gross, J. J. & John, O. P. (2003). Individual differences in two emotion regulation processes: Implications for affect, relationships, and well-being. Journal of Personality and Social Psychology, 85, 348-362.
Gross, J. J., McRae, K., Ochsner, K. N., Mauss, I. B. & Gabrieli, J. D. E. (2008). Gender Differences in Emotion Regulation: An fMRI study of Cognitive Reappraisal. Group Processes and Intergroup Relations, 11, 145-162.
Gross, J. J. & Ochsner, K. N. (2008). Cognitive emotion regulation: Insights from social cognitive and affective neuroscience. Currents Directions in Psychological Science, 17(1), 153-158.
Gross, J. J. & Richards, J. M. (2005). Personality and emotional memory: How regulating emotion impairs memory for emotional events. Journal of Research in Personality, 40, 631-651.
Gudela G. & Sabine R. (2009). Careers and identity in flexible working: Do flexible identities fare better? Human Relations, 62(2), 219-244.
Guillermo, E. Dabos & Denise, M. Rousseau (2004). Mutuality and reciprocity in the psychological contracts of employees and employers. Journal of Applied Psychology, 89(1), 52-72.
Gulem Atabay (2007). Psychological contract breach and organizational citizenship behavior: exploring cognitive similarity and leader-member exchange as antecedents. Review of Business Research, 1(3), 32-43.
Guzzo, R. A., Noonan, K. A. & Elron, E. (1994). Expatriate managers and the psychological contract. Journal of Applied Psychology, 79, 617-626.
Heard C. & George C. (2009, April). Personality and psychological contracts. Paper presented at the meeting of the British Psychological Society, Brighton Seafront ,Holiday Inn .
Hendry, C. & Jenkins, R. (1997). Psychological contracts and new deals. Human Resource Management Journal, 7(1), 38-44.
Herriot, P., Manning, W. E. G. & Kidd, J. M. (1997). The content of the psychological contract. British Journal of Management, 8, 151-162.
Hongyan, C. (2008). Hypothetical and theoretical system framework of cultivation of organizational citizenship behavior and validation. International Journal of Business and Management, 3(3), 56-61.
Hough, L. M. & Schneider, R. J. (1996). Personality traits, taxonomies, and applications in organizations. In K. R. Murphy (Ed.), Individual differences and behavior in organizations, 31-88. San Francisco: Jossey-Bass.
Ishak, N. A. & Alam, S. S. (2009). Leader-Member exchange and organizational citizenship behavior: The mediating impact of Self-Esteem. International Journal of Business and Management, 4(3), 52-61.
Janssens, M., Sels, L. & Van den Brande, I. (2004). Assessing the nature of psychological contract: a validation of six dimensions. Journal of organizational behavior, 25, 461-488.
John, O. P. & Gross, J. J. (2004). Healthy and unhealthy emotion regulation: Personality processes individual differences, and life span development. Journal of Personality, 72(6), 1301-1333.
John, O. P. & Srivastava, S. (1999), The Big-Five trait taxonomy: History, measurement, and theoretical perspectives, University of California at Berkeley.
Jonathan, L. Johnson & Anne, M. O’Leary-Kelly (2003). The effects of psychological contract breach and organizational cynicism: not all social exchange violations are created equal. Journal of Organizational Behavior, 24(5), 627-647.
José M. A., Juan L. N., José G. N. & Fernando G. (2007). The Rosenberg Self-Esteem scale: Translation and validation in university students. The Spanish Journal of Psychology, 10(2), 458-467.
Jose M. C., Karin A. O. & Nicole M. D. (2008). Conscientiousness and reactions to psychological contract breach: a longitudinal field study. Journal of Applied Psychology, 93(5), 1183-1193.
Judge, T. A. (2002). The Big-Five personality traits, General Mental ability, and Career success Across the Life Span. Personnel Psychology, 52(3), 621-652.
Judge, T. A., Heller, D. & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87, 530-41.
Judge, T. A. & Bono, J. E. (2001). Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology. 2001, 86(1), 80-92.
Judge, T. A., Bono, J. E. & Locke, E. A. (2000) .Personality and job satisfaction: The mediating role of job characteristics. Journal of Applied Psychology, 85, 237-249.
Judge, T. A., Higgins, C. A., Thoresen, J. C. & Barrick, R. M. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52, 621-652.
Judge, T. A. & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50, 359-394.
Keith, D. & Newstrom, J. W. (1997). Organiaztional behavior: Human Behavior At Work. New York, wiley.
Kickul, J. (2001). Promise made, promise broken: An exploration of employee attraction and retention practices in small business. Journal of Small Business Management, 3, 320-335.
Konovsky, M. A. & Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37(3), 656-669.
Lester, S. W., Turnley, W. H., Bloodgood, J. M. & Bolino, M. C. (2002). Not seeing eye to eye: Differences in supervisor and subordinate perceptions of and attributions for psychological contract breach. Journal of Organizational Behavior, 23(1), 39-56.
Mark, M. S. (2009) .The mediating role of psychological contract violation on the relations between psychological contract breach and work-related attitudes and behaviors. Journal of Managerial Psychology, 24(2), 136-160.
Mark, M. S., Patricia, G. M. & Rudy, S. (2009). Creating psychological and legal contracts through human resource practices: A signaling theory perspective.Human Resource Management Review, 19(2), 154-166.
Mark, M. Suazo, William, H. Turnley & Renate, R. Mai-Dalton(2005). The role of perceived violation in determining employees'' reactions to psychological contract breach. Journal of Leadership & Organizational Studies, 12(1), 24-36.
Matsumoto, D., Yoo, S. H. & Nakagawa, S. (2008). Culture, emotion regulation, and adjustment. Journal of Personality and Social Psychology, 94(6), 925-937.
Mauss, I. B., Bunge, S. A. & Gross, J. J. (2007). Automatic emotion regulation. Social and Personality Psychology Compass, 1, 146-167.
McLean Parks, J., Kidder, D. L. & Gallagher, D. G. (1998). Fitting square pegs into round holes: Mapping the domain of contingent work arrangements onto the psychological contract. Journal of Organizational Behavior, 19, 697-730.
Millward, L. J. & Hopkins, L. J.(1998). Psychological contract, organizational and job commitment. Journal of Applied Social Psychology, 28, 1530-1556.
Morrison, D. (1994). Psychological contract and change. Human Resource Management, 33, 353-372.
Morrison, E. W. & Robinson, S. L. (1997). When employees feel betrayed: a model of how psychological contract violation develops. Academy of Management Review, 22, 226-256.
Nezlek, J. B. & Plesko, R. M. (2001). Day-to-day relationships among self-concept clarity, self-esteem, daily events, and mood. Personality and Social Psychology Bulletin, 27(2), 201-211.
Niehoff, B. P. & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
Organ, D. W. (1990). The motivational basis of organizational citizenship behavior. Research in Organizational Behavior, 2, 43-72.
Organ, D. W. (1994). Personality and organizational citizenship behavior. Journal of Management, 20, 465-478.
Pierce, J. L., Gardner, D. G., Dunham, R. B. & Cummings, L. L. (1993). Moderation By organizational-based self-esteem of role condition-employee response relationships. Academy of Management Journal, 36, 271-288.
Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M. & Blume, B. D. (2009). Individual- and organizational-level consequences of organizational citizenship behaviors: A　meta-analysis. Journal of Applied Psychology, 94(1), 122-141.
Podsakoff P. M., Ahearne M. & Mackenzie, S. B. (1997). Organizational citizenship behavior and the quantity and quality of work group performance, Journal of Applied Psychology, 82(2), 262-270.
Posdakoff, P. M. & MacKenzie, S. B. (1994). Organizational citizenship behaviors and sales unit effectiveness. Journal of Marketing Research, 31(3), 351-363.
Podsakoff, P. M., MacKenzie, S. B. & Hui, C. (1993). Organizational citizenship behaviors and managerial evaluations of employee performance: A review and suggestions for future research. Research in Personnel and Human Resources Management, 11, 1-40.
Podsakoff, P. M., MacKenzie S. B., Paine J. B. & Bachrach D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research, Journal of Management, Vol. 26, pp. 513-563.
Raine-Eudy, R. (2000). Using structural equation modeling to test for differential reliability and validity：An empirical demonstration. Structural Equation Modeling, 7(1), 124-141.
Raja, U. & Johns, G. (2004). The impact of personality on psychological contracts. Academy of Management Journal, 47(3), 350-367.
Robert, L. T., Prashant B. & Simon Lloyd D. R. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology, 93(5), 1104-1117.
Robert DelCampo (2007). Psychological contract violation：An individual difference perspective. International Journal of Management, 24(1), 43-52.
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative science quarterly, 41, 574-599.
Robinson, S. L., Kraatz, M. S. & Rousseau, D. M. (1994). Changing obligations and the psychological contract: a longitudinal study. Academy of Management Journal, 37, 137-152.
Robinson, S. L. & Morrison, E. W. (1995). Psychological contracts and organizational citizenship behavior: The effects of unfulfilled obligations. Journal of Organizational Behavior, 15, 245-259.
Robinson, S. L. & Morrison, E. W. (1995). Organizational citizenship behavior: A psychological contract perspective. Journal of Organizational Behavior, 16, 289-298.
Robinson, S. L. & Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525-546.
Robinson, S. L. & Rousseau, D. M. (1994). Violating the psychological contract: not the exception but the norm. Journal of Organizational Behavior, 14(3), 245-259.
Rousseau, D. M. (2004). Psychological Contracts in the Workplace: Understanding the Ties that Motivate. Academy of Management Executive, 18(1), 120-127.
Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Newbury Park, CA: Sage.
Rousseau, D. M. & McLean Parks, J. (1993). The contracts of individuals and organizations. Research in Organizational Behavior, 15, 1-43.
Rousseau, D. M. & Greller, M. M. (1994). Human resource practices: administrative contract makers. Human resource management, 33, 385-401.
Rousseau, D. M. (2000). Psychological contracts inventory technical report. Pittsburgh: Carnegie Mellon University.
Rousseau, D. M. (2001). Schema, promise and mutuality: The building blocks of the psychological contracts. Journal of Occupational and Organizational Psychology, 74, 511-541.
Salgado, J. F. (1997). The 5-Factor model of personality and job-performance in the european-community. Journal of Applied Psychology, 82(1), 30-43.
Schaubroeck, J., Ganster, D. & Kemmerer, B. (1996). Does trait affect promote job attitude stability? Journal of Organizational Behavior, 17, 191-196.
Schmit, M. J. & Kihm, J. A. (2000). Development of a global measure of personality. Personnel Psychology, 53(1), 53-193.
Scott, B. A. & Judge T. A. (2009). The popularity contest at work: Who wins, why, and what do they receive? Journal of Applied Psychology, 94(1), 20-33.
Sels, L., Janssens, M. & Van den Brande, I. (2004). Assessing the nature of psychological contract: a validation of six dimensions. Journal of organizational behavior, 25(4), 461-488.
Shore, L. M. (1998). Examining degree of balance and level of obligation in the employment relationship: A social exchange approach. Journal of Organizational Behavior, 19, 731-744.
Shore, L. M. & Tetrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship. In: Cooper, C. L. & Rousseau, D. M. (Eds.) Trends in Organizational Behavior, (1), John Wiley & Sons, Ltd., Somerset, NJ, 91-109.
Sims, R. R. (1994). Human resource management’s role in clarifying the new psychological contract. Human Resource Management, 33(3), 373-382.
Singer, M. G. & Tang, T. L. (1996). Factors related to perceived instrumentality. Journal of Collective Negotiations, 25, 271-286.
Singh, V. & Vinnicombe, S. (2000). Gendered Meanings of Commitment from High Technology Engineering Managers in the United Kingdom and Sweden. Gender, Work and Organization, 7(1), 1-19.
Sloan, D. S. & Kring, A. M. (2007). Measuring changes in emotion during psychotherapy: Conceptual and methodological issues. Clinical Psychology: Science and Practice, 14, 307-322.
Smith, C. A., Organ, D. W. & Near, J. P. (1993). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 655-663.
Smith, M., Wethington, E. & Zhan, G. (1996). Self-concept clarity and preferred coping styles. Journal of Personality, 64, 407-434.
Stewart, G. L. & Carson, K. P. (1995). Personality dimensions and domains of service performance: A field investigation. Journal of Business and Psychology, 9(4), 365-378.
Stum, David L. & Church, Ronald P. (1990). Hitting the long ball for the customer. Training & Development Journal, 44(3), 44-48.
Suazo, M. M., Turnley, W. H. & Mai, R. R. (2005). The role of perceived violation in determining employees'' reactions to psychological contract breach. Journal of Leadership & Organizational Studies, 12(1), 24-36.
Tabachnica, B. G. & Fidell, L. S. (2007). Using multivariate statistics. Needham Heights, MA: Allyn and Bacon.
Tett, R. P., Jackson, D. N. & Rothstein, M. G. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742.
Thompson, R. A. (1991). Emotional regulation and emotional development. Educational Psychology Review, 3(4), 269-307.
Thoresen, C. J., Bliese, P. D., Bradley, J. C. & Thoresen J. D. (2004). The big five personality traits and individual job performance growth trajectories in maintenance and transitional job stages. Journal of Applied Psychology, 89, 835-853.
Turnley, W. H., Bolino, M. C., Lester, S. W. & Bloodgood, J. M. (2002). Not seeing eye to eye: differences in supervisor and subordinate perceptions of and attributions for psychological contracts breach. Journal of Organizational Behavior, 23, 39-56.
Turnley, W. H., Bolino, M. C., Lester, S. W. & Bloodgood, J. M. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29(2), 187-206.
Turnley, W. H. & Feldman, D. C. (2000). Re-examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators. Journal of organizational behavior, 21, 25-42.
Turnley, W. H. & Feldman, D. C. (1999). The impact of psychological violations on exit, voice, loyalty and neglect. Human Relations, 52(7), 895-922.
Turnley, W. H. & Feldman, D. C. (1998). Psychological contract violations during organizational restructuring. Human Resource Management, 37, 71-83.
Upasana A. & Shivganesh B. (2009). Reviewing the relationship between human resource practices and psychological contract and their impact on employee attitude and behaviours: A conceptual model. Journal of European Industrial Training, 33(1), 4-31.
Victoria Bellou (2009). Profiling the desirable psychological contract for different groups of employees: evidence from Greece. The International Journal of Human Resource Management, 20(4), 810-830.
Watson, D. (2000). Mood and temperament. New York, USA: Guilford Press.
Weiss, H. M. & Cropanzano, R. (1996). Affective events theory: Atheoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.
William, H. Turnley & Daniel, C. Feldman (1999). A discrepancy model of psychological contract violations. Human Resource Management Review, 9(3), 367-386.