臺北世大運之運動志工價值認同、組織信任與心理契約模型建構及驗證

Research on the construction of the model of value-based identity, organizational trust, and psychological contract among volunteers in the Taipei Universiade

緒論：2017臺北世界大運動會已順利舉辦完畢且圓滿落幕，其中參與服務的志工，備受各界好評，可謂是本次賽會成功的幕後英雄。然而，是基於何種原因，促使無給薪的志工們會主動參與賽事，是值得深入瞭解與探究的。本研究為瞭解志工對於賽會的價值認同、組織信任及心理契約之整體結構關係，並檢驗組織信任是否產生中介效果，以提供一套增進組織人力資源管理之良方。方法：先以個別訪談與探求理論交叉比對後，建構初步的指標，再進行深度訪談3人、團體座談3人、探索性因素分析204人、指標驗證性分析217人、整體模型驗證374人，最後則是多群組（性別、類別）模型驗證兩個團體各400人。結果：初始階段質性指標之建構完善，整體結構模型適配度良好，志工之價值認同會影響組織信任後再影響心理契約，其效果為.34，組織信任為部分中介效果，而兩個團體之性別群組與類別群組皆具全等性，模型可被接受。結論：無論是男性、女性、學生志工或社會志工，均是基於價值認同，信任組織，進而內心高度的肯定賽會舉辦之價值，產生一種無形的心理契約，願意以主動內發的態度，參與、投入且配合運動賽會活動的進行。

Introduction: The Taipei 2017 Universiade was held and concluded successfully. The volunteers who participated in this event received praise from all levels of society and were the heroes behind the success of this championship. However, it is worthwhile to understand and explore the underlying reasons that stimulated volunteers to proactively participate in this championship. The objective of this research is to understand the overall structural relationship between volunteers' value-based identity, organizational trust, and psychological contract, and to test whether organizational trust plays a mediating role. Hopefully, the findings from this research will be useful for a perfect idea to improve volunteers' value-based identity, organizational trust, and psychological contract. This also can help sport volunteers' to improve their participation motivation in related works, and organizational human resources management effectiveness. Methods: Cross-comparison using search theory between individual interviews was conducted for construction of preliminary indicators, followed by in-depth interviews with 3 subjects, group discussions with 3 subjects, exploratory factor analysis of 204 subjects, confirmatory factor analysis of 217 subjects, and overall model verification of 374 subjects. Finally, the multi-group (gender, category) model was adopted to verify two groups with 400 individuals in each group. Results: The construction of qualitative indicators in the initial stage was completed. The Goodness of Fit of the overall structured model was favorable. Volunteers' value-based identity was found to influence organizational trust and further affect psychological contract. The effect was 0.34. Organizational trust displayed a partial mediating effect. In addition, both the gender group and the category group entailed congruence. The model can be accepted. Conclusion: Whether they are male, female, student volunteers, or social volunteers, all individuals highly affirm the value of sport events on account of value-based identity and trust in the organization, producing an intangible psychological contract so that they are intrinsically motivated to proactively partake, invest time and effort, and cooperate with sport events.