台灣近年隨著Covid-19疫情的衝擊、市場缺工、少子化及物聯網時代等影響，對於企業的人才競爭與人才留任更顯嚴峻，加上年輕世代員工在工作價值觀與行為模式與年長世代存有差異的情況下，企業對於不同世代的人才管理也無疑充滿挑戰。然而，從多個研究顯示良好的員工體驗與及正向的員工幸福感皆與員工生產力、企業獲利、人才留任與離職傾向習習相關，也是現今企業與人力資源領域所關注的重要課題，而關係型心理契約的建立對於員工留任也扮演重要的影響因子。

爰此，本研究試圖從人力資源角度出發，探討員工體驗、關係型心理契約與員工幸福感之關聯性，釐清關係型心理契約是否在員工體驗與員工幸福感之間存在中介效果，並進一步檢視世代差異是否在員工體驗、關係型心理契約與員工幸福感之間存在調節效果。本研究透過立意取樣與網絡抽樣取得377份有效全職工作者之樣本，經分析後提出以下研究發現：

(一) 員工體驗與其子變數物理環境體驗、文化環境體驗皆對於員工幸福感與關係型心理契約有顯著的正向影響，科技環境體驗對於員工幸福感與關係型心理契約則出現顯著的負向影響。
(二) 關係型心理契約對於員工幸福感有顯著的正向影響。
(三) 關係型心理契約對於員工體驗與員工幸福感之間存在顯著的中介效果，且科技環境體驗在透過關係型心理契約的中介效果影響下，產生邊際效果進而對員工幸福感轉為顯著的正相關。
(四) 世代差異對於員工體驗、關係型心理契約與員工幸福感之間不具調節效果。

最後，依據研究實證結果發現，本研究提出在企業在員工體驗上的管理意涵與實務建議，相信此將有助於企業在推動人力資源政策、實踐策略性人力資源管理或打造幸福企業的重要參考。

With the impact of the Covid-19 epidemic, the shortage of workers in the market, the declining birthrate, IoT era and other effects in Taiwan in recent years, the competition for talent and talent retention for companies has become more severe. In addition, under the influences of the younger generation has different work values and behavioral patterns than the older generation. It is no doubt challenging for companies to manage intergenerational talents. However, a large number of studies have shown that good employee experience and positive employee well-being are associated with employee productivity, corporate profitability, talent retention and turnover tendencies, which are also important issues of concern to companies and human resources today. Meanwhile, the establishment of a relational psychological contract also plays a major role in employee retention.

Therefore, this study attempts to examine the relationship between employee experience, relational psychological contract and employee well-being from the perspective of human resources, to determine whether relational psychological contract have a mediating effect between employee experience and employee well-being, and to further whether generational differences have a moderating effect between IV, DV and Mediator. This study proposes the following research findings through statistical analysis after purposive sampling and network sampling of a valid sample of 377 full-time workers.

(1) Employee experience and its sub-dimensions (Physical environment experience and Cultural environment experience) have a significant positive impact on employee well-being and relational psychological contract, while technology environment experience has a significant negative impact on employee well-being and relational psychological contract.
(2) Relational psychological contract has a significant positive effect on employee well-being.
(3) There is a significant mediating effect of relational psychological contract on employee experience and employee well-being, and the technology environment experience produces a marginal effect and then turns into a significant positive correlation on employee well-being through the mediating effect of relational psychological contract.
(4) Generational differences do not have a moderating effect on the relationship between employee experience, relational psychological contracts, and employee well-being.

Finally, this study proposes key management implications and practical recommendations on employee experience in enterprises based on the research findings, which is believed that this will be an important reference for companies in promoting HR policies, practicing strategic HR management or building a good company with well-being.

中文文獻
Avanade（2018）。员工体验是企业持续发展的驱动力：企业转型从工作平台转型开始。第二頁，Avanade Inc.。
Belliard, T., Marrs, S., Em, E. & Granger, B.（2022）。2022年員工體驗趨勢-您的員工需要您知道的四件事。Qualtrics XM。
Dr. Fish（2021年5月14日）。次數分配的形狀：常態、偏態和峰態。線上檢索日期：2022年12月12日。https://drfishstats.com/descriptive-stats/skewness-kurtosis/
ManpowerGroup（2022）。全球就業展望調查（Employment Outlook Survey）。第三季，ManpowerGroup。
TSMC（2022）。台積公司110年度永續報告書。 台灣積體電路製造股份有限公司。
Chen Y.（2022年6月13日）。Google、SAP 都有！為員工爭取幸福的 CHO，為何在近年格外重要？。經理人月刊。線上檢索日期：2022年7月1日。https://www.managertoday.com.tw/articles/view/65257
王郁菁（2016）。心理契約違反與職場偏差行為：犬儒主義與信任的中介作用。國立交通大學管理學院管理科學學程碩士論文，新竹市。 取自https://hdl.handle.net/11296/5vv25h
王茵茵（2021）。員工體驗對組織承諾的影響，以內外控人格特質爲干擾變項。國立中央大學人力資源管理研究所碩士論文，桃園縣。 取自https://hdl.handle.net/11296/q2vvap
江哲珊（2018）。心理契約實現、心理契約強度對組織承諾之影響：人力資源管理一致性的角色。國立中山大學人力資源管理研究所碩士論文，高雄市。 取自https://hdl.handle.net/11296/p4au9g
江鈊瑜（2021）。雇主品牌及員工體驗對於工作投入度之影響。元智大學管理碩士在職專班碩士論文，桃園縣。 取自https://hdl.handle.net/11296/nh5897
余采霏（2022年6月13日）。新科技人才缺口擴大，軟體工程師需求數居首。網管人，城邦文化事業。線上檢索日期：2022年7月2日。https://www.netadmin.com.tw/netadmin/zh-tw/trend/B6AFAA5CFAE944 B69E894DCF35A3EB21
吳俊潁（2018）。組織公平、心理契約違背及工作滿意度關係之探討－以某科技公司員工為例。國立高雄師範大學事業經營學系碩士論文，高雄市。 取自https://hdl.handle.net/11296/y9aa76
吳冠諳（2021）。員工體驗與離職傾向關聯－以員工幸福感為中介變項。國立中央大學人力資源管理研究所碩士論文，桃園縣。 取自https://hdl.handle.net/11296/56de82
邢占軍（2005）。對主觀幸福感測量的反思。本土心理學研究，（24），301-323。doi:10.6254/2005.24.301
林文政（2019）。員工體驗：人力資源管理的全新視角。研討會簡報。
林佑蓮（2015）。工作壓力、工作與生活平衡及員工幸福感之相關研究－以員工福利為調節變項。國立中正大學勞工關係學系暨研究所碩士論文，嘉義縣。 取自https://hdl.handle.net/11296/vpbs78
林信宏（2022）。員工體驗對工作績效之影響—以工作敬業度為中介變項（以R公司為例）。國立中央大學人力資源管理研究所碩士論文（未出版），桃園縣。
林億潔（2021）。臺中市國中教師情緒勞務、心理契約與主觀幸福感關係之研究。國立彰化師範大學教育研究所碩士論文，彰化縣。 取自https://hdl.handle.net/11296/8e463k
林瓊惠（2016）。職場友誼和員工幸福感關連性研究－組織認同之中介作用與Line群組溝通之調節效果。國立高雄師範大學人力與知識管理研究所碩士論文，高雄市。 取自https://hdl.handle.net/11296/938gh9
邱于瑄（2021年6月26日）。【台大畢典致詞】疫情掀「YOLO青創潮」，羅祥安剖析三大觀念！遠見。線上檢索日期：2022年7月5日。https://www.gvm.com.tw/article/80473
邱姝錡（2018）。知覺組織支持、職場幸福感與組織公民行為之關係。南臺科技大學企業管理系碩士論文，台南市。 取自https://hdl.handle.net/11296/52kzka
邱皓政（2019）。量化研究與統計分析（第六版）。台北：五南。
徐嘉君（2016）。組織文化對員工角色拓展自我效能與 主動行為關係之調節影響－「世代差異」觀點之探討。國立中正大學勞工關係學系碩士在職專班碩士論文，嘉義縣。 取自https://hdl.handle.net/11296/tg47b9
張火燦、劉嘉雯、楊輝南（2010）。心理契約對工作生活平衡的影響：社會支持與情緒智力的干擾角色。人力資源管理學報，10（3），1-24。doi:10.6147/JHRM.2010.1003.01
張洋旗（2013）。轉換型領導對服務品質的影響：關係型心理契約實踐和工作敬業心的中介角色。國立東華大學企業管理學系碩士論文，花蓮縣。 取自https://hdl.handle.net/11296/ahv3bf
張展（2019）。體驗式員工服務對員工留任意願之影響－以員工投入為中介變項。國立中央大學人力資源管理研究所碩士論文，桃園縣。
張瑞芸（2019）。員工體驗與工作敬業心關係之研究－以關係型心理契約為中介變項。國立中央大學人力資源管理研究所在職專班碩士論文，桃園縣。 取自https://hdl.handle.net/11296/n67c5h
教育部統計處（2022）。學校基本統計資料。線上檢索日期：2022年7月1日。https://depart.moe.edu.tw/ed4500/News.aspx?n=5A930C32CC6C3818 &sms=91B3AAE8C6388B96
康竣凱(筆名肯尼)（2017年3月14日）。管理三對 @ 團隊管理三大職責。人力資源的奇幻旅程，痞客邦。線上檢索日期：2023年2月8日。https://kenny5885.pixnet.net/blog/post/121241183
梁詔涵（2016）。工作環境與職場幸福感之關係－主管與工作生活平衡之影響。國立政治大學企業管理研究所（MBA學位學程）碩士論文，台北市。 取自https://hdl.handle.net/11296/r9f77q
許智威（2011）。組織文化、員工幸福感與組織創新能力之關係：員工幸福感之中介效果。世新大學企業管理研究所（含碩專班）碩士論文，臺北市。 取自https://hdl.handle.net/11296/affw2k
許順旺、吳紀美、張姮燕、楊雯如、林立婷（2018）。以人力資源管理策略觀點探討員工情緒、幸福感、續效與休閒參與調節效果之研究。商略學報，10（1），47-66。https://doi.org/10.3966/207321472018031001003
許福松（2016）。餐旅業職場欺凌與員工幸福感：組織正義與職場友誼之調節角色。國立臺灣師範大學人類發展與家庭學系博士論文，台北市。 取自https://hdl.handle.net/11296/53ngrn
許潔盈（2018）。工作生活整合方案、員工幸福感及工作行為之關係－以青年工作者為例。國立中山大學人力資源管理研究所碩士論文，高雄市。 取自https://hdl.handle.net/11296/5d397f
郭恒志（2015）。工作家庭文化對工作價值觀與留任意願關係之調節影響－「世代差異」觀點之探討。國立中正大學勞工關係研究所碩士論文，嘉義縣。 取自https://hdl.handle.net/11296/spcrmq
郭嘉甄（2017）。工作價值觀及個人與組織契合度之世代差異研究。國立臺北大學公共行政暨政策學系碩士在職專班碩士論文，新北市。 取自https://hdl.handle.net/11296/fms9bk
陳建銘（2022年2月25日）。員工體驗是什麼？重視「員工體驗」的企業賺更多？。Cheers快樂工作人。線上檢索日期：2022年4月3日。取自：https://www.cheers.com.tw/article/article.action?id=5100590
陳寶民（2022）。區公所公務人員工作負荷、關係型心理契約與離職傾向關係之研究。中國行政評論，28（3），54-76。doi:10.6635/cpar.202209_28（3）.0003
陸洛（1998）。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究彙刊：人文及社會科學，8（1），115-137。
陸洛（2012年5月6日）。量表資料。陸洛老師的部落格。痞客邦。線上檢索日期：2022年10月16日。
陸洛、翁克成 （2007）。師生的傳統性與現代性、關係的契合性對師生互動品質及學生心理福祉影響之初探研究。本土心理學研究，27期，81-118。
傅粹馨（1997）。多變量變異數分析的顯著性考驗。教育研究，5期，1-14。
勞動部勞動統計網。勞動部。線上檢索日期：2022年7月1日。https://statfy.mol.gov.tw/index06.aspx
黃大綱（2013）。工作價值觀、心理契約對離職傾向之影響－以工作滿足為中介變項。國立臺灣師範大學科技應用與人力資源發展學系碩士論文，台北市。 取自https://hdl.handle.net/11296/82q866
黃亦筠（2022年1月26日）。科技、人才到病毒，看懂全球六大趨勢。天下雜誌，741期。線上檢索日期：2022年7月3日。https://0-new-cwk-com-tw.opac.lib.ntnu.edu.tw/article.php?db=cw&id=38434&flag=0
黃志憲（2020）。心理契約與幸福感之相關研究－以主管領導力為調節變項。國立高雄科技大學人力資源發展系碩士論文，高雄市。 取自https://hdl.handle.net/11296/348ugy
楊少強（2022年6月22日）。最少新鮮人的求才季來了！企業不懂YOLO恐搶不到好手。商業週刊，1806。線上檢索日期：2022年7月2日。https://library.thekono.com/issues/62b3ee62bcef3/pages/22
葉柏彥（2017）。工作價值觀對工作生活品質之影響－世代差異研究。元智大學管理碩士在職專班碩士論文，桃園縣。 取自https://hdl.handle.net/11296/cfqg5q
趙修華（2022）。新北市區公所公務人員工作壓力、工作滿意、關係型心理契約與離職傾向關係之研究。國立臺北科技大學技術及職業教育研究所博士論文，台北市。 取自https://hdl.handle.net/11296/u3egeq
劉敏熙、許淑晴（2016）。 [科技有讓員工變得更幸福嗎？] - 探討工作要求、工作資源、科技壓力與員工幸福感的影響。科際整合管理研討會，288-303。
劉舜琇（2015）。心理契約與組織公民行為關係之研究：探討幸福感及職場靈性之角色。國立高雄應用科技大學人力資源發展系碩士班碩士論文，高雄市。 取自https://hdl.handle.net/11296/pt62c3
劉蓉果、朱瑞玲（2020）。臺灣民衆幸福感變動趨勢：世代、年齡及人格的影響。人口學刊，（60），43-94。doi:10.6191/JPS.202006_（60）.0002
劉穎蓉（2014）。知覺組織支持、關係型心理契約及工作壓力對工作滿足的影響－以工作生活平衡為中介變項。國立臺灣師範大學科技應用與人力資源發展學系碩士論文，台北市。 取自https://hdl.handle.net/11296/793vgj
蔡昆憲（2007）。以正向觀點探討資訊人員職場幸福感之研究：擴展－建立理論觀點。國立高雄大學經濟管理研究所碩士論文，高雄市。 取自https://hdl.handle.net/11296/26qux6
蔡啟通（2018）。員工動機導向對關係型心理契約與創新行為的關係之中介效果：主管利社會動機之調節角色。管理學報，35（4），533-579。doi:10.6504/JMBR.201812_35（4）.0008
蘇淑麗（2005）。不同世代國小教師人格特質與工作價值觀之相關研究。國立花蓮師範學院輔導碩士班碩士論文，花蓮縣。取自https://hdl.handle.net/11296/smw8qw

英文文獻
Alcover, C. M., Martinez-Inigo, D., & Chambel, M. J.（2012）. Perceptions of employment relations and permanence in the organization: Mediating effects of affective commitment in relations of psychological contract and intention to quit. Psychological Reports, 110（3）, 839-853.
Alferjany, Muhammad Abdullah Omar Ali, & Alias, Rosima Bte. （2020）. Generational differences in values and attitudes within workplace. Psychol Educ J, 57, 1496-1503.
Andrew, F. M., & Withey, S. B.（1976）. Social indications of well-being. New York:Plenum
Arthur, J. B. （1994）. Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670–687. doi:10.2307/256705.
Ayyagari, R., Grover, V., & Purvis, R.（2011）. Technostress: Technological antecedents and implications. MIS Quarterly, 831-858.
Bari, M. W., Fanchen, M., & Baloch, M. A. （2016）. TQM soft practices and job satisfaction; mediating role of relational psychological contract. Procedia-Social and Behavioral Sciences, 235, 453-462.
Baron, R. M., & Kenny, D. A. （1986）. The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51（6）, 1173.
Berkup, S. B. （2014）. Working with generations X and Y in generation Z period: Management of different generations in business life. Mediterranean Journal of Social Sciences, 5（19）, 218-218.
Cambridge Advanced Learner's Dictionary （2022）. Well-being. Cambridge University Press. Retrieved Sep. 26, 2022 from the World Wide Web: https://dictionary.cambridge.org/dictionary/learner-english/well-being.
Castellacci, F., & Tveito, V. （2018）. Internet use and well-being: A survey and a theoretical framework. Research Policy, 47（1）, 308-325.
Cavanaugh, M. A., & Noe, R. A.（1999）. Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 20（3）, 323-340.
Cisco（2022）. Employees are ready for hybrid work, are you? .Global Hybrid Work Study. Retrieved February 23, 2023 from the World Wide Web: www.cisco.com/c/dam/m/en_us/ solutions/ global-hybrid-work-study/reports/cisco-global-hybrid-work-study-2022.pdf
Deloitte（2020）. The social enterprise at work: Paradox as a path forward. 2020 Global Human Capital Trends, Deloitte Insights.
Deloitte （2021）. The social enterprise in a world disrupted: Leading the shift from survive to thrive. 2021 Global Human Capital Trends, Deloitte Insights.
Diener, E., & Biswas-Diener, R.（2008）. Happiness: Unlocking the mysteries of psychological wealth. Malden, MA: Wiley/Blackwell.
Diener, E.（2000）. Subjective well-being: The science of happiness and a proposal for a national index. American Psychologist, 55（1）, 34–43.
Diener, E.（2023）. Happiness: the science of subjective well-being. In R. Biswas-Diener & E. Diener (Eds), Noba textbook series: Psychology. Champaign, IL: DEF publishers. Retrieved from the World Wide Web: http://noba.to/qnw7g32t
Diener, E., & Ryan, K. （2011）. Subjective well-being: A general overview. South African Journal of Psychology, 39（4）, 391– 406.
Dimock, M.（2019）. Defining generations: Where Millennials end and Generation Z begins. Pew Research Center, 17（1）, 1-7.
Goldberg E.（2022, May 16）. Are You Happy? Your Boss Is Asking. The New York Times. Retrieved June 5, 2022 from the World Wide Web: https://www.nytimes.com/2022/05/16/business/worker-happiness-management.html
Gouldner, A. W.（1960）. The norm of reciprocity: A preliminary statement. American Sociological Review, 161-178.
Guilford, J. P.（1965）. Fundamental statistics in psychology and education, New York: McGraw-Hill.
Hayes, A. F.（2017）. Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford publications.
Heyns, M. M., & Kerr, M. D.（2018）. Generational differences in workplace motivation. SA Journal of Human Resource Management, 16（1）, 1-10.
Hisel, M. E. （2020）. Measuring work engagement in a multigenerational nursing workforce. Journal of Nursing Management, 28（2）, 294-305.
Horovitz, B.（2012, May 4）. After Gen X, Millennial, what should next generation be? USA Today Money. Retrieved August 1, 2022 from the World Wide Web: http://usatoday30.usatoday.eom/money/advertising/story/2012-05-03/naming-the-next-generation/54737518/l
Hung K., F. Gu, C. Yim （2008） A Social Instutional Approach to Identifying Generation Cohorts in China with a Comparison of American Consumers, Journal of International Business Studies, 38, pp.836-853.
Karp, H., Fuller, C., & Sirias, D.（2002）. Bridging the boomer Xer gap. Creating authentic teams for high performance at work. Palo Alto, CA: Davies-Black Publishing.
Keyes, C. L. M.（1998）. Social well-being. Social Psychology Quarterly, 61, 121–140. https://doi.org/10.2307/2787065
Keyes, C. L., & Magyar-Moe, J. L.（2003）. The measurement and utility of adult subjective well-being.
Khan, A., Aleem, S., & Walia, T.（2021）. Happiness and well-being among generation X, generation Y and generation Z in Indian context: A survey study. Indian Journal of Positive Psychology, 12（1）, 70-76.
Kim J. W., & Park T. I.（2017, May 2）, YOLO, A Portrait of Millennials. Retrieved July 5, 2022 from the World Wide Web: http://www.thegranitetower.com/news/articleView.html?idxno=1857
Kim P., & Juliana M. H. （2022, March 9）. Majority of workers who quit a job in 2021 cite low pay, no opportunities for advancement, feeling disrespected. Pew Research Center. Retrieved July 8, 2022 from the World Wide Web: https://www.pewresearch.org/fact-tank/2022/03/09/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/
Knight, C., & Haslam, S. A. （2010）. Your place or mine? Organizational identification and comfort as mediators of relationships between the managerial control of workspace and employees' satisfaction and well‐being. British Journal of Management, 21（3）, 717-735.
Krekel, C., Ward, G., & De Neve, J. E.（2019）. Employee wellbeing, productivity, and firm performance. Saïd Business School WP, 4.
Kupperschmidt, B. R. （2000）. Multi-generation employees: Strategies for effective management. The Health Care Manager, 19（1）, 65-76.
Lee, H., & Liu, C.（2009）. The relationship among achievement motivation, psychological contract and work attitudes. Social Behavior and Personality: an International Journal, 37（3）, 321-328.
Lee, J. M., & Choi, H. G. （2019）. Influence of organizational culture supporting work-life balance on well-being and depression mediated by work-life balance: An application of multi-group analysis across gender and age. Korean Journal of Industrial and Organizational Psychology, 32（1）, 1-27.
Leibow, C.（2014, October 16）. Work/life balance for the generations. Huff Post Business. Retrieved August 1, 2022 from the World Wide Web: http://www.huffingtonpost.com/cathy-leibow/worklife-balance-for-the-_l_b_5992766.html
Li, C., Shi, X., & Dang, J.（2014）. Online communication and subjective well-being in Chinese college students: The mediating role of shyness and social self-efficacy. Computers in Human Behavior, 34, 89-95.
Lu, L., & Shih, J. B.（1997）. Sources of happiness: A qualitative approach. The Journal of Social Psychology, 137（2）, 181-187.
Lu, L. （2005）. In pursuit of happiness: the cultural psychological study of swb. Chinese Journal of Psychology, 47（2）, 99-112. doi:10.6129/CJP.2005.4702.01.
Lu, L.（2006）. Cultural fit: Individual and societal discrepancies in values, beliefs and SWB. Journal of Social Psychology, 146, 203-221.
Millward, L. J., & Hopkins, L. J. （1998）. Psychological contracts, organizational and job commitment. Journal of Applied Social Psychology, 28（16）, 1530-1556.
Morgan, J. （2017）. The employee experience advantage: How to win the war for talent by giving employees the workspaces they want, the tools they need, and a culture they can celebrate. New Jersey: Wiley.
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.
Morsch, J., van Dijk, D., & Kodden, B.（2020）. The Impact of Perceived Psychological Contract Breach, Abusive Supervision, and Silence on Employee Well-being. Journal of Applied Business & Economics, 22（2）.
Narayanamma, P. Lakshmi, Srinivas, J. N. G., & Devi, V. Rama （2018）. HR Perception Towards Multi Generation Workforce. International Journal of Human Management and Research, 8（4）, 1-18.
Nunnally, J. C.（1978）. Psychometric Theory （2nd ed.）. New York: McGraw-Hill.
O’Bannon, G. (2001). Managing our future: The generation X factor. Public Personnel Management, 30, 95–109.
Page, K. M., & Vella-Brodrick, D. A. （2009）. The ‘what’, ‘why’ and ‘how’ of employee well-being: A new model. Social Indicators Research, 90（3）, 441–458.
Patterson, K., Wride, M., & Maylett, T.（2017）. The employee experience: How to attract talent, retain top performers, and drive results. New Jersey: Wiley.
Philip, J., & Netra N.（2021）. Evaluating The Channels Used To Communicate The Benefits Offered To A Milti-Generation Workforce. International Journal of Modern Agriculture, 10（2）, 946-956.
Plaskoff, J.（2017）. Employee experience: the new human resource management approach. Strategic HR Review, 16（3）, 136-141.
Pradhan, R. K., & Hati, L.（2022）. The measurement of employee well-being: development and validation of a scale. Global Business Review, 23（2）, 385-407.
Pradhan, R. K., Dash, S., & Jena, L. K.（2017）. Do HR practices influence job satisfaction? Examining the mediating role of employee engagement in Indian public sector undertakings. Global Business Review, 20（1）, 1–14.
Purbasari, T., & Abadi, F.（2022）. The influence of organizational culture, leadership style on employee experience has an impact on retention. Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan, 4（Spesial Issue 3）, 1254-1266.
PwC（2022）. Global Workforce Hopes and Fears Survey PricewaterhouseCoopers（PwC）. Retrieved July 7, 2022 from www.pwc.com/workforcehopesandfears.
Quick, J. C., Wright, T. A., Adkins, J. A., Nelson, D. L., & Quick, J. D. （2012）. Preventive stress management in organizations（2nd edn）. Washington, DC: American Psychological Association.
Quinn, P. （2010）. A multigenerational perspective on employee communications. Risk Management, 57（1）, 32.
Raja, U., Johns, G., & Ntalianis, F. （2004）. The impact of personality on psychological contracts. Academy of management Journal, 47（3）, 350-367.
Rath, D. (1999). Bridging the generation gap. InfoWorld, 21, 84.
Rath, T., & Harter, J. （2010）. Wellbeing: The five essential elements. New York, NY: Gallup.
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.
Rousseau, D. M.（1989）. Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2（2）, 121-139.
Rousseau, D. M.（1995）. Psychological contract in organizations: written and unwritten agreements. Thousand Oaks: Sage.
Rousseau, D. M.（2000）. Psychological contract inventory: Technical report （tech. rep. no. 2）. Pittsburgh, PA: Carnegie Mellon University.
Rousseau, D. M., & McLean Parks, J. （1993）. The contracts of individuals and organizations. In L. L. Cummings & B. M. Staw （Eds.）, Research in Organizational Behavior （pp. 1–47）. Greenwich, CT: JAI Press.
Ryan, R. M., & Deci, E. L.（2001）. On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review Psychology, 52（1）, 141– 166.
Ryff, C. D.（1995）. Psychological well-being in adult life. Current Directions in Psychological Science, 4, 99-104.
Ryff, C. D., & Singer, B. H.（2008）. Know thyself and become what you are: A eudaimonic approach to psychological well-being. Journal of Happiness Studies, 9（1）, 13– 39.
Schroth, H. （2019）. Are you ready for Gen Z in the workplace? California Management Review, 61（3）, 5-18.
Seo, Y. W., Chae, S. W., & Lee, K. C. （2015）. The impact of absorptive capacity, exploration, and exploitation on individual creativity: Moderating effect of subjective well-being. Computers in Human Behavior, 42, 68-82.
Seligman, M., & Csikszentmihaly, M.（2000）. Positive psychology: An introduction. American Psychologist, 55, 5-14.
Siegrist, J., Wahrendorf, M., Knesebeck, O., Jürges, H., & Börsch-Supan, A. （2006）. Quality of work, well-being, and intended early retirement of older employees: Baseline results from the SHARE Study. European Journal of Public Health, 17（1）, 62–68.
Sirgy, M. J. （2012）. The psychology of quality of life （Vol. 50, pp. 269–274）. New York, NY; London, UK; Dordrecht, Netherlands; Heidelberg, Germany: Springer.
Sivapragasam, P., & Raya, R. P.（2017）. HRM and employee engagement link: Mediating role of employee wellbeing. Global Business Review, 19（1）, 1–15.
Soni, K., Chawla, R., & Sengar, R.（2017）. Relationship between job satisfaction and employee experience. Journal of General Management Research, 4（2）, 41-8.
Springer, K. W., Hauser, R. M., & Freese, J. （2006）. Bad news indeed for Ryff’s six-factor model of well-being. Social science research, 35(4), 1120-1131.
Stasnopolis, A.（2020, February 5）. Generational wellness: How each generation can thrive. Retrieved July 24, 2022 from the World Wide Web: https://scrubbing.in/generational-wellness-how-eachgeneration-can-thrive/
The Steelcase Global Report（2016）. Engagement and the Global Workplace, Steelcase Inc., Retrieved Dec. 18, 2022 from the World Wide Web: https://info.steelcase.com/global-employee-engagement-workplace-comparison?hsCtaTracking=2e6040b8-aa19-4be9-af9f-2ef35a688edf%7C761fd20f-6ddf-4544-b048-c8119387da27#compare-about-the-report
Tsai, Y. H. （2018）. Modeling creativity performance and the psychological contract in technology industry. Chiao Da Management Review, 38（2）, 95-122.
Tucker, E.（2020）. Driving engagement with the employee experience. Strategic HR Review, 19（4）, 183-187.
Turnley, W. H., & Feldman, D. C.（1999）. A discrepancy model of psychological contract violations. Human Resource Management Review, 9（3）, 367-386.
Uen, J. F., Chien, M. S., & Yen, Y. F. （2009）. The mediating effects of psychological contracts on the relationship between human resource systems and role behaviors: A multilevel analysis. Journal of Business and Psychology, 24（2）, 215-223.
Van den Bergh, J., & Behrer, M.（2016）. How cool brands stay hot: Branding to Generations Y and Z. Kogan Page Publishers.
Van Laar, D., Edwards, J. A., & Easton, S.（2007）. The work-related quality of life scale for healthcare workers. Journal of Advanced Nursing, 60（3）, 325–333.
Wiedmer, T.（2015）. Generations do differ: Best practices in leading traditionalists, boomers, and generations X, Y, and Z. Delta Kappa Gamma Bulletin, 82（1）, 51.
World Health Organization（2022）. Health and Well-Being. WHO Press. Retrieved Sep. 26, 2022 from the World Wide Web: https://www.who.int/data/gho/data/major-themes/health-and-well-being
Wright, T. A.（2006）. To be or not to be [happy]: The role of employee well-being. The Academy of Management Perspective, 20（3）, 118–125.
Wright, T. A. （2010）. More than meets the eye: The role of employee well-being in organizational research. In P. A. Linley, S. Harrington, & N. Garcea （Eds.）, Oxford handbook of positive psychology and work （pp. 143–154）. Oxford University Press.
Wright, T. A., & Bonett, D. G. （2007）. Job satisfaction and psychological well-being as nonadditive predictors of workplace turnover. Journal of Management, 33, 141–160.
Wright, T. A., & Huang, C. C. （2012）. The many benefits of employee well‐being in organizational research. Journal of Organizational Behavior, 33（8）, 1188-1192.
Wright, T. A., Cropanzano, R., Bonett, D. G., & Diamond, W. J. （2009）. The role of employee psychological well-being in cardiovascular health: When the twain shall meet. Journal of Organizational Behavior, 30, 193–208..
Yan , S., & Zhu, Y. （2013）. Impact of psychological contract violation on interpersonal trust during mergers and acquisitions. Social Behavior and Personality: an International Journal, 41（3）, 487-495.
Zemke, R., Raines, C., & Filipczak, B.（2000）. Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace. Training & Development, 54(1), 60-60.
Zheng, X., Zhu, W., Zhao, H., & Zhang, C.（2015）. Employee well‐being in organizations: Theoretical model, scale development, and cross‐cultural validation. Journal of Organizational Behavior, 36（5）, 621-644.