| 摘要: | 相較於組織行為領域廣泛研究的課題（如工作滿意，組織承諾等）而言，心理擁有 感，算是近年來逐漸受到重視的一個概念。作為一個學術研究的概念，心理擁有感一詞 大約出現於一九九零年代初期。自此以後，僅有少數相關實證研究發表於國際性學術期 刊，大都著重於探討其成因或影響。然相較其他成熟領域，心理擁有感的研究在質與量 上仍存在相當大的進步空間。 隨著知識密集型工作的成長，監督與提昇工作動機較傳統勞力密集型的工作為難。因 此，近年來，實施新型態的激勵制度（如分紅配股）及參與式管理的企業增加許多，尤 其是在高科技產業為甚。這些新型態的激勵制度與管理模式被認為對員工態度（如組織 承諾），行為（如組織公民行為）與績效有正面的效果。然而在這些制度與模式促成這 些結果的心理狀態（如心理擁有感）及其應有的配套因素，仍未得到廣泛的科學性驗證。 早期在心理擁有感的研究僅限於產生心理擁有感前因及後果的理論性探討。後續少許的 實證研究雖然對心理擁有感的前因有所探討，但仍然侷限於過於單一構面的探討（如控 制等）。本研究欲整合過去理論研究的觀點與實證研究的不足，提出一個較完整的模式， 著重於利潤分享，決策參與，資訊分享，員工年資，人力資本，心理狀態等因素對心理 擁有感的影響。在知識經濟的環境下，探討心理擁有感的前因對學術研究與實務管理都 有一定的重要性。
Compared to extensively studied topics in organizational behavior (OB) (e.g., job satisfaction, organizational commitment etc.), psychological ownership is a new construct recently attracting the attention of academics. Psychological ownership seems to emerge in the early 1990s and a small number of studies have examined this construct. Nevertheless, relative to other mature areas of study in OB, there exits large room to improvement in the field of psychological ownership in terms of quantity and quality. Along with the growth of knowledge-intensive work, monitoring and motivating these employees become more and more difficult than that under the conditions with conventional labor-intensive jobs. Thus, in recent years, new incentive schemes (e.g., profit sharing, employee stock ownership etc.) and participative management have been adopted by many business firms, in particular in high-tech industries. These new incentive schemes and management styles have been proved to positively affect employees』 attitudes (e.g., organizational commitment), behaviors (e.g., organizational citizenship behaviors), as well performance. Nevertheless, relatively few studies have investigated the psychological process variables (e.g., psychological ownership) and conditions that may enhance this psychological state. To fill this research gap, this study proposes an integrative model for the antecedents and conditions for psychological ownership, focusing on the relations between profit sharing, participation in decision-making, information sharing, seniority, human capital characteristics, psychological states and psychological ownership. This study has important implications for academics and practitioners in a knowledge economy. |
