隨著智慧化時代來臨，台灣憑藉多年代工經驗的累積與技術持續的突破，使得我國製造業蓬勃發展，其中更以半導體產業最為顯著，成為全球矚目的晶片生產大國，在產量大幅提升與面臨我國少子高齡化的背景下，各家企業能掌握專業人才是重要的人資議題。而員工的留任意圖不再完全是以往的薪酬條件，反而越來越重視心理層面的感受，其中更牽扯承諾期望之落差與主管支持的程度，因此組織若能實踐員工內心期望的滿足程度，將能提高員工留任意願並在組織間發揮正向的工作效能。本研究希望探討台灣科技業員工對於心理契約的感受，了解此人力資源制度的規畫是否真能提升組織績效－留任意願，此外將知覺主管支持及主管與部屬之間關係作為調節變項，藉此探討影響科技業員工工作態度和表現的因素與過程。本研究透過問卷調查的方式，蒐集來自任職於科技業且位於台南科學園區之在職企業員工，共收回239份有效問卷，分析結果支持所有研究假設，與過去文獻推論相符，心理契約與留任意願具有正向顯著的關係，知覺主管支持在心理契約與留任意願之間具有正向強化的調節效果；而主管與部屬交換關係在心理契約與留任意願之間亦具有正向強化的調節效果。根據研究結果，理論意涵與實務意涵將於結論進行探討，並藉以提供實務上之人力資源管理建議。

With the advent of the era of intelligence, Taiwan relying on the accumulation of years of manufacturing experience and continuous breakthroughs in technology. The semiconductor industry is the most prominent, becoming a world-renowned chip production country. Human resource issue becomes more and more important issue for companies to acquire professional employees. However, salary is no longer completely condition to employees’ concern. Instead, they pay more and more attention into the psychological level, which involves the gap between promises and expectations and the support from supervisors. These things will improve employees' intention to stay and exert positive work effectiveness across organizations. This study hopes to explore the feelings of employees in Taiwan's technology industry about the psychological contract, and to understand whether the planning of this human resource system can really improve organizational performance- intention to stay. In addition, perceived supervisor support and leader member exchange are moderators. In order to explore the factors and processes that influence the attitudes and performance of employees. Results are based on the sample of 239 employees who work in the high- technology industry at Tainan Science Park. The analysis results support all the research hypotheses, which is consistent with the inferences in the past literature, and the psychological contract has a positive and significant relationship with the intention to stay. Perceived supervisor support is a moderator between psychological contract and intention to stay; and leader member exchange also is a moderator between psychological contract and intention to stay. According to the research results, the theoretical and practical implications will be discussed in the conclusion, and provide practical human resource management suggestions in the future.

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