本研究旨在探討餐飲業員工的人格特質表在職能與績效檢視與規劃 (Performance Review and Planning, 以下簡稱 PRP)中的應用與影響。具體 目標包括:首先，分析餐飲業員工的人格特質與其職能表現及績效之間的關 係;其次，評估 PRP 在餐飲業中的適用性及需要的調整;最後，了解員工 對 PRP 的態度及其實際成效，並觀察其對員工與企業間心理契約的影響。 本研究希望能夠為餐飲業提供一個有效激勵員工的策略，同時也提供成功 應用 PRP 的實際案例分析，促進企業營造友善的職場環境，增強員工對組 織的認同感，並達成心理共識，實現員工與企業共同成長的雙贏策略。
因此，本研究為餐飲業提供一個有效激勵員的策略，同時也為餐飲業提 供一個成功應用 PRP 的實際案例分析，以促進企業給予員工職場友善環境， 並對組織產生認同感，甚至與組織達成心理上的共識，以研析出員工與餐飲 業共同成長、共創未來的雙贏策略。透過實際案例研究發現:
1. 健康和福祉的關注:企業在保障員工福利方面的投入，可增強了雙 方的心理契約。
2. 強化心理契約:企業應透過明確的溝通和實際行動來確保員工對其 角色和職業發展的期望得到滿足。
3. 個人與專業發展的平衡:鼓勵員工追求個人興趣和職業發展。企業 可以提供靈活的工作安排或支持員工參加與工作相關的興趣活動。
4. 主管的角色:主管不僅是技術和管理的指導者，也是心理契約的重 要維護者。應定期與員工進行一對一會談，了解員工的需求和職業 目標，並提供相應的支持。
綜上，心理契約在維繫員工與企業之間的良好關係中起著核心作用。通 過強化心理契約，企業能夠有效提升員工工作表現。

The National Development Council (2022) population estimation report indicates that the decline in Taiwan's working-age population (ages 15 to 64) has surpassed that of other major countries. It is projected that by 2028, Taiwan will no longer benefit from the demographic dividend. This study also highlights the severe labor shortage in the food and beverage industry in Taiwan, where many restaurants face challenges due to a lack of service staff, and some areas struggle to hire enough waitstaff to meet customer ordering demands.
Therefore, this study provides effective strategies for motivating employees and retaining staff in the food and beverage industry, along with a practical case study on the successful application of Performance-Related Pay (PRP) to create a worker-friendly environment. This encourages employee identification with the organization, achieving a psychological consensus, and devising strategies for mutual growth and shared future benefits between employees and the industry.
Key findings from the case study include:
1. Health and Welfare Attention: Investments by businesses in employee welfare enhance the psychological contract between the parties.
2. Strengthening Psychological Contracts: Businesses should ensure employees' expectations regarding their roles and career development are met through clear communication and concrete actions.
3. Balance Between Personal and Professional Development: Employees should be encouraged to pursue personal interests and professional growth. Businesses can offer flexible work arrangements or support for employees to engage in work-related interests.
4. The Role of Supervisors: Supervisors are not only leaders in technical and managerial aspects but also key maintainers of psychological contracts. Regular one-on-one meetings with employees to understand their needs and career goals, providing appropriate support, are essential.
Overall, the psychological contract plays a central role in maintaining healthy relationships between employees and businesses. By strengthening these contracts, businesses can significantly improve job satisfaction and retention rates, especially in the labor-intensive food and beverage industry.

一、中文文獻
參考文獻
104 招募管理(2024)。缺工時代如何解決複雜排班?餐飲服務業、批發零售業最大痛 點如何解?人手不夠，仍須注意變形工時、一例一休等法規避免觸法。 2023.01.26。https://vip.104.com.tw/preLogin/recruiterForum/post/147161
工商時報(2023)。餐飲業 3 大難 掀起服務生逃亡潮。2023.09.07。 https://www.ctee.com.tw/news/20230907701722-430503
天下雜誌(2022)。還在「Z 世代」?更重視自我的「P 世代」來臨!企業該怎麼找到 好人才。2022.11.12。https://www.cw.com.tw/article/5123653
王經明(2003)。心理契約與組織承諾之關連性研究-以某便利商店為例〔未出版碩士 論文〕。高雄第一科技大學。
王錦麗 (2021)。心理契約履行對創新工作行為與離職意圖之影響以美髮設計師為例。
〔 碩士論文。世新大學〕 臺灣博碩士論文知識加值系統。
https://hdl.handle.net/11296/95z977
台灣趨勢研究(2023)。TTR 臺灣趨勢研究報告-餐飲業發展趨勢。2023.3。 https://www.twtrend.com/trend-detail/food-and-beverage-service-activities-2023/
杜曉暉 (2010)。外派員工的心理契約。企業技術開發， 29(5)，101-103。 林翠蓉、張力、侯啟娉、葉文瑞(2013)。主管領導風格與理財專員人格特質對工作績
效影響之探討:以國內某財富管理銀行為例。績效與策略研究，10 ( 2)，37 62。 洪介偉、洪嘉蔓( 2011)。公司合併後工作環境、人格特質與個人因素對員工組織承諾
影響之研究:以台灣某人壽保險公司合併為例。管理學報，28 ( 5)，475 492 。 商業週刊(2023)，餐飲業時薪 600 元也請不到人，逼著更多合作外送...會越來越找不
到內用餐廳。2023.11.06。https://www.businessweekly.com.tw/business/blog/3013759 國家發展委員會(2022)，人口推出查詢系統。
https://www.ndc.gov.tw/Content_List.aspx?n=6EA756F006B2A924
張容榕 (2019)。心理契約、組織承諾與工作滿意度之關連性研究-以某私立科技大學為 例。樹德科技大學學報，21(2)，49-74。
陳雅文 (1995)，個案研究法，台北市:圖書館學與資訊科學大辭典。 62

曾信超、周宥均(2010) 。銀行從業人員內外控人格特質之實證研究。台南科技大學通 識教育學刊，99，49 62 。
楊台寧、陳曉天、林詩雲(2018)。關係行銷與往來銀行忠誠度之探討:以內外控人格 特質為幹擾變數。行銷科學學報，14 ( 2)，153 171 。
二、西文文獻.
Anh Do, V. P., & Bui, Q . T. (2022). The influence of leadership personality on profitability and firm investment in human capital: The case of Vietnamese SMEs Finance Research Letters , 47(A), 1 8.
Argyris, C. (1960). Understanding organizational behavior. Dorsey.
Blau, P. M. (1964). Exchange and Power in Social Life. Transaction Publishers.
Conway, N., & Briner, R. (2005). Understanding psychological contracts at work. Norfolk:
Oxford University Press
Coyle-Shapiro, J. A., & Neuman, J. H. (2004). The psychological contract and individual
differences: The role of exchange and creditor ideologies. Journal of vocational behavior,
64(1), 150-164. https://doi.org/10.1016/S0001-8791(03)00031-9
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. https://doi.org/10.1111/1467-6486.00210
Cullinane, N., & Dundon, T. (2006). The psychological contract: A critical review.
International journal of management reviews, 8(2), 113-129.
https://doi.org/10.1111/j.1468- 2370.2006.00123.x
Dabos, G. E., & Rousseau, D. M. (2004). Mutuality and reciprocity in the psychological
contracts of employees and employers. Journal of applied Psychology, 89(1),
52.https://doi.org/10.1037/0021-9010.89.1.52
Dhanpat, N., & Parumasur, S.B. (2014). Re-establishing the psychological contract as a
precursor to employee retention. Problems and Perspectives in Management, 12(4), 78-
90.
Guzzo, R.A., Noonan, K.A. and Elron, E. (1994) ‘Expatriate managers and the psychological
contract’, Journal of Applied Psychology, 79(4): 617–626
Levinson, H., Price, C. R., Munden, K. J., Mandl, H. J., & Solley, C. M. (1962). Men,
management, and mental health. Harvard University Press. 63

Mclnnis, K.J., & Meyer, J.P. (2009). Psychological contracts and their implications for commitment: A feature-based approach. Journal of Vocational Behavior, 74 (2), 165-180.
Milanovic, S., Dokic, M., & Dordevic, B. (2018). The influence of psychological contract breach on job satisfaction. Economics and Organization, 25 (3), 203-215.
Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of management Review, 22(1), 226- 256. https://doi.org/10.5465/amr.1997.9707180265
Northcraft, G. B. (1990).Impact of Process and Outcome Feedback on the Relation of Goal Setting to Task Performance. Academy of Management Journal, 33, 87-105. https://doi.org/10.5465/256353
Nwokocha, I. (2015). Linkage between psychological contract and employee, retention, performance and productivity in organizations in Nigeria. International Journal of Development and Management Review, 10, 30-38.
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative science quarterly, 41(4), 574-599. https://doi.org/10.2307/2393868
Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of organizational behavior, 16(3), 289-298. https://doi.org/10.1002/job.4030160309
Robinson, S. L., Kraatz, M. S., & Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study. Academy of management Journal, 37(1),137-152. https://doi.org/10.5465/256773
Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs: General and Applied, 80(1), 1-28.
Rousseau, D.M. (1995). Psychological contracts in organizations. Understanding written and unwritten agreements. Newbury: Sage Publishers.
Rousseau, D.M. (1996). Changing the deal while keeping the people. Academy of Management Executive, 10 (1), 50-58.
Ruiz Palomino, P., & Ba non Gomis, A. (2017). The negative impact of chameleon inducing personalities on employees' ethical work intentions: The mediating role of Machiavellianism. European Management Journal , 35(1), 102 115.
Schein, E. H. (1965). Organizational psychology. Prentice-Hall, INC., Englewood Cliffs, New Jersey.
https://www.google.com.tw/books/edition/Organizational_Psychology/YgMpAQAAMA AJ?hl=zh-TW&gbpv=0&bsq=Organizational%20psychology%20schein
64

Schermerhorn, J. R. H., (1992). Managing organizational behavior. Wiley.
Shukla , A., Singh , S., Rai , H., & Bhattacharya , A. (2018). Employee empowerment leading
to flexible role orientation: A disposition based contingency framework . IIMB
Management Review 30(4), 330 342.
Wang, Y., Li, Z., Wang, Y., & Gao, F. (2017). Psychological contract and turnover intention:
The mediating role of organizational commitment. Journal of Human Resource and Sustainability Studies, 5, 21-25.