對現今充滿競爭的產業環境而言，組織變革成為企業提升競爭力的方式之一。在推動組織變革過程中，常使員工的工作保障、職涯發展受到威脅，導致員工知覺心理契約違反，使得組織與員工間的雇用關係受到重大挑戰。回顧過去研究發現，多數學者探討心理契約違反後的退卻行為表現，例如：員工曠職、離職和忽略工作等，鮮少研究焦點是放在員工積極主動的建言行為。因此，根據社會交換理論，本研究以員工建言行為作為心理契約違反的結果變項。

過去研究證實認知變數在心理契約違反與員工行為之間具有干擾效果，但鮮少有學者關注個人與工作適配的干擾效果，且未進一步探討各構面間的干擾情形。因此，本研究以個人角度，探討個人與工作適配的不同構面(需求—能力適配與需要—供給適配)對心理契約違反與員工建言行為之間的干擾效果。

本研究問卷樣本為台灣在職工作者，共獲得有效問卷288份，透過階層迴歸分析後，得到以下結論：
1. 員工知覺心理契約違反對員工建言行為有顯著負向關係。
2. 心理契約違反和需求－能力適配的交互作用會對員工建言行為產生顯著影響。
3. 心理契約違反和需要－供給適配的交互作用對員工建言行為沒有顯著影響。

Today's a highly competitive industry environment, organizational change enhances the competitiveness of the enterprise. In promoting organizational change process, job security and career development are threatened for the employee. These changes often result in situations where employees perceive psychological contract breach. It’s a major challenge about employment relationship between organization and employee. In the past research, most scholars focused on employee withdrawal behaviors after the employee perceived psychological contract breach, such as employee absenteeism, turnover and job neglect. However, few studies focused on the voice behavior of employees proactive. Thus, according to social exchange theory, employee voice behavior is outcome variables of psychological contract breach in this study.

Past empirical research has shown the interference effect about cognitive variables between psychological contract breach and employee behaviors. Few scholars concerned the interference effect about the personal-job fit, and not understand the interference effect between the various dimensions. Therefore, this study use the individual perspective, and the interference effect of the different dimensions about personal-job fit (demands-abilities fit and needs-supplies fit) between the psychological contract breach and employee voice behavior.

In this study, data were collected from 288 full-time employees in Taiwan. After hierarchical regression analysis, the results are as follows:
1. There has a significant negative relationship between employee perceived psychological contract breach and employee voice behavior.
2. The interaction of psychological contract breach and demands-abilities fit can’t affect employee voice behavior.
3. The interaction of psychological contract breach and needs-supplies fit can affect employee voice behavior.

一、中文部分
王南琳（民92）。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。未出版之碩士論文，國立中山大學人力資源管理研究所碩士論文。

江明修（民88）。第三部門：經營策略與社會參與。台北：智勝文化。

倪家珍（民94）。員工性別與職業性別型態的一致性，對個人－組織契合度與個人－工作契合度影響之研究。中國文化大學國際企業管理研究所未出版之博士論文。

莊璦嘉、林惠彥（民94）。個人與環境適配對工作態度與行為之影響。台灣管理學刊， 5(1)，123-148。

陳銘薰、方妙玲（民93）。心理契約違犯對員工工作行為之影響之研究－以高科技產業為例。輔仁管理評論，11(2)，1-32。

彭台光、高月慈、林鉦棽（民95）。管理研究中的共同方法變異︰問題本質、影響、測試與補救。管理學報，23(1)，77-98。
二、英文部分
Alken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. London: Sage Publications.

Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.

Argyris, C. (1960). Understanding organizational behavior. London: Tavistock Publications.

Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16, 74-94.

Bandura, A. (1991). The social cognition theory of moral thought and action. New York.

Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.

Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588-606.

Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.

Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology, 93(5), 1104-1117.

Brkich, M., Jeffs, D., & Carless, S. A. (2002). A global self-report measure of person-job fit. European Journal of Psychological Assessment, 18(1), 43-51.

Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In Bollen KA, Long JS (Eds.) Testing structural equation models. Newbury Park, CA: Sage.

Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875-884.

Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78, 411-429.

Chen, Z. X., Tsui, A. S., & Zhong, L. (2008). Reactions to psychological contract breach: A dual perspective. Journal of Organizational Behavior, 29, 527-548.

Chuang, A., & Sackett, P. R. (2005). The perceived importance of person-job fit and person-organization fit between and within interview stages. Social Behavior and Personality: an international journal, 33(3), 209-226.

Cohen, J., & Cohen, P. (1983). Applied multiple regression/correlation analysis for the behavioral sciences. New Jersey: Lawrence Erlbaum.
Davis, K., & Newstrom, J. N. (1989). Human behavior at work/ organizational behavior. McGraw-Hill, Inc.

Dawis, & Lofquist. (1984). A psychological theory of work adjustment. Minneapolis: University of Minnesota Press.

Dean, R. A., & Wanous, J. P. (1984). Effects of realistic job previews on hiring bank tellers. Journal of Applied Psychology, 69(1), 61-68.

Deery, S. T., Iverson, R. D., & Walsh, J. T. (2006). Toward a better understanding of PCB: A study of customer service employees. Journal of Applied Psychology, 91, 166-175.

Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open? Academy of Management Journal, 50(4), 869-884.

Dundon, T., Wilkinson, A., Marchington, M., & Ackers, P. (2004). The meanings and purpose of employee voice. The International Journal of Human Resource Management, 15(6), 1149-1170.

Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. In Cooper CLRIT (Ed.). Chichester, UK: Wiley.

Edwards, J. R., & Rothbard, N. P. (1999). Work and family stress and well-being: An examination of person-environment fit in the work and family domains. Organizational Behavior and Human Decision Processes, 77(2), 85-129.

Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, Co. Journal of Applied Psychology, 75(1), 51-59.

Farrell, D. (1983). Exit, voice, loyalty, and neglect as responses to job dissatisfaction: A multidimensional scaling study. Academy of Management Journal, 26(4), 596-607.

Festinger, L. (1957). A theory of cognitive dissonance. Stanford, CA: Stanford University Press.

Freeman, R., & Medoff, J. (1984). What do unions do? New York: Basic Books.

Fuller, J. B., Barnett, T., Hester, K., Relyea, C., & Frey, L. (2007). An exploratory examination of voice behavior from an impression management perspective. Journal of Managerial Issues, 19(1), 134-151.

George, J. M., & Jones, G. R. (1997). Organizational spontaneity in context. Human Performance, 10, 153-170.

Gist, M. E., & Mitchell, T. R. (1992). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review, 17(2), 183-211.

Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75(5), 561-568.

Guest, D., & Peccei, R. (2001). Partnership at work: Mutuality and the balance of advantage. British Journal of Industrial Relations, 39(2), 207-236.

Guzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and the psychological contract. Journal of Applied Psychology, 79(4), 617-626.

Hagedoorn, M., Van Yperen, N. W., Van De Vliert, E., & Buunk, B. P. (1999). Employees' reactions to problematic events: a circumplex structure of five categories of responses, and the role of job satisfaction. Journal of Organizational Behavior, 20(3), 309-321.

Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1995). Multivariate data analysis with readings. New Jersey: Prentice-Hall.

Hirschman, A. (1970). Exit, voice, and loyalty. Cambridge, MA: Harvard University Press.

Ho, V. T., Weingart, L. R., & Rousseau, D. M. (2004). Responses to broken promises: Does personality matter? Journal of Vocational Behavior, 65, 276-293.

Holland, J. L. (1973). Making vocational choices: A theory of careers. Englewood Cliffs, N. J.: Prentice-Hall.

Holland, J. L. (1985). Making vocational choices: A theory of vocational personalities and work environments. Englewood Cliffs: Prentice-Hall.

Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.

Isenberg, D. J. (1980). Levels of analysis of pluralistic ignorance phenomena: the case of receptiveness to interpersonal feedback. Journal of Applied Social Psychology, 10, 457-467.

Johnson, J. L., & O'Leary-Kelly, A. M. (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.

Kanfer, R., & Ackerman, P. L. (1989). Motivation and cognitive abilities: An integrative/aptitude-treatment interaction approach to skill acquisition. Journal of Applied Psychology, 74(4), 657-690.

Knott, J. H. (1993). Comparing public and private management: Cooperative effort and Principal-agent relationships. Journal of Public Administration : Research and theory, 3(1), 93-119.

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.

Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49.

Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between employees' perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59, 454-470.

LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853-868.

LePine, J. A., & Van Dyne, L. (2001). Voice and cooperative behavior as contrasting forms of contextual performance: Evidence of differntial relationships with big five personality characteristics and cognitive ability. Journal of Applied Psychology, 86(2), 326-336.

Levinson, H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly, 9, 370-390.

Levinson, H. P., Price, C., Munden, K., Mandl, H., & Solley, C. (1962). Men, management, and mental health. Cambridge, MA: Harvard University Press.

Lo, S., & Aryee, S. (2003). Psychological contract breach in a Chinese context: An integrative approach. Journal of Management Studies, 40, 1005-1020.

Locke, E. A. (1976). The nature and causes of job satisfaction. Handbook of Industrial and Organizational Psychology, 53, 1297-1349.

Lucero, M. A., & Allen, R. E. (2006). Employee benefits: A growing source of psychological contract violations. Human Resource Management, 33(3), 425-446.

MacNeil, I. R. (1985). Relational contacts: What we do and do not know. Wisconsin Law Review, 45, 483-535.

Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(3), 370-396.

Maurer, R. (1996). Beyond the wall of resistance. Austin, TX: Bard.

Montes, S. D., & Irving, P. G. (2008). Disentangling the effects of promised and delivered inducements: Relational and transactional contract elements and the mediating role of trust. Journal of Applied Psychology, 93(6), 1367-1381.

Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: The importance of the employee's perspective. Academy of Management Journal, 37(6), 1543-1567.

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.
Naus, F., Iterson, A., & Roe, R. (2007). Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees' responses to adverse conditions in the workplace. Human Relations, 60(5), 683-718.

Nemeth, C. J., & Staw, B. M. (1989). The tradeoffs of social control and innovation in groups and organizations. Advances in Experimental Social Psychology, 22, 175-210.

Nikolaou, I., Vakola, M., & Bourantas, D. (2008). Who speaks up at work? Dispositional influences on employees’ voice behavior. Personnel Review, 37(6), 666-679.

Nunnally, J. C. (1978). Psychometric theory. New York: McGraw Hill.

Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA, England: Lexington Books.

Pfeffer, J. (1998). The human equation. Cambridge, MA: Harvard Bussiness Press.

Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903.

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, 26(3), 513-563.

Restubog, S. L. D., & Bordia, P. (2006). Workplace familism and psychological contract breach in the Philippines. Applied Psychology: An International Review, 55(4), 563-585.

Rice, R. W., McFarlin, D. B., Hunt, R. G., & Near, J. P. (1985). Organizational work and the perceived quality of life: Toward a conceptual model. Academy of Management Review, 10(2), 296-310.

Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41(4), 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. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21(5), 525-546.

Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.

Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Rights and Responsibilities Journal, 2, 121-139.

Rousseau, D. M. (1990). New hire perceptions of their own and their employer's obligations: A study of psychological contracts. Journal of Organizational Behavior, 11(5), 389-400.

Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, CA: Sage.

Rousseau, D. M. (2000). Psychological contracts inventory technical report. Pittsburgh: Carnegie Mellon University.

Rusbult, C. E., Farrell, D., Rogers, G., & Mainous, A. G. (1988). Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction. Academy of Management Journal, 31(3), 599-627.

Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395-426.

Schein, E. H. (1965). Organizational psychology. Englewood Cliffs, N.J.: Prentice-Hall.

Scroggins, W. A. (2003). Selection, meaningful work and employee retention: A self-concept based approach to person-job fit. Unpublished Ph.D., New Mexico State University, United States -- New Mexico.

Shore, L. M., & Barksdale, K. (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. Trends in Organizational Behavior, 1, 91-109.

Stamper, C. L., & Van Dyne, L. (2001). Work status and organizational citizenship behavior: A field study of restaurant employees. Journal of Organizational Behavior, 22, 517-536.

Suazo, M. M., Martinez, P. G., & Sandoval, R. (2009). Creating psychological and legal contracts through human resource practices: A signaling theory perspective. Human Resource Management Review, 19(2), 154-166.

Taris, R., & Feij, J. (2001). Longitudinal examination of the relationship between supplies-values fit and work outcomes. Applied Psychology, 50(1), 52-80.

Tranberg, M., Slane, S., & Ekeberg, S. E. (1993). The relation between interest congruence and satisfaction: A metaanalysis. Journal of Vocational Behavior, 42(3), 253-264.

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(187-206).

Turnley, W. H., & Feldman, D. C. (1999). The impact of psychological contract violations on exit, voice, loyalty, and neglect. Human Relations, 52(7), 895-922.

Turnley, W. H., & Feldman, D. C. (2000). Reexamining the effects of psychological contract violation: Unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behavior, 21(1), 25-42.

Uhl-Bien, M., & Maslyn, J. M. (2003). Reciprocity in manager-subordinate relationships: Components, configurations and outcomes. Journal of Management, 29, 511-532.

Van Dyne, L., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1259-1392.

Van Dyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-role behaviors: In pursuit of construct and definitional clarity (a bridge over muddied waters). Research in Organizational Behavior, 17, 215-285.

Van Dyne, L., Graham, J. W., & Dienesch, R. M. (1994). Organizational citizenship behavior: Construct redefinition, measurement, and validation. Academy of Management Journal, 37(4), 765-802.

Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119.

Van Vianen, A. M. (2000). Person-organization fit: The match between newcomers’ and recruiters’ preferences for organizational cultures. Personnel Psychology, 53(1), 113-149.

Withey, M. J., & Cooper, W. H. (1989). Predicting exit, voice, loyalty, and neglect. Administrative Science Quarterly, 34(4), 521-539.

Wood, R., & Bandura, A. (1989). Impact of conceptions of ability on self-regulatory mechanisms and complex decision making. Journal of Personality and Social Psychology, 56(3), 407-415.

Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680.