本研究目的為瞭解不同類型的員工組織關係對組織承諾、工作績效和組織公民行為的影響，是否會受到心理契約實現和組織認同的中介作用影響。本研究以台灣中小企業為主要研究對象，總計發放970份問卷，回收有效問卷429份，約占整體44.2%。本研究主要使用多變量分析和路徑分析驗證假設，實證結果如下：
(一) 相互投資對心理契約實現較過度投資員工組織關係之正向影響程度強。
(二) 相互投資對組織認同的正向影響程度較過度投資的員工組織關係強。
(三) 組織認同對組織承諾、工作績效和組織公民行為有顯著關係。
(四) 組織認同會部分中介相互和過度投資的員工組織關係對工作績效、組織承諾與組織公民行為間之影響。

The propose of this research is clarifies how employee-organization relationship (EORs) work. Specifically, we tested whether psychological contract fulfillment and organizational identification mediate how mutual-investment and over-investment EOR approaches. This study obtained data from 429 employees from Taiwan. We use MANOVA and path analysis as the research method to verify our hypothesis and corroborate prevailing views that organizational identification explains how mutual- and over-investment EORs motivate greater workforce commitment and performance. This study enriches EOR perspectives by organizational identification as another mediator that is more enduring than psychological contract fulfillment.

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