「如何留住優秀的人才」越來越被企業所重視，亦為企業主管與人力資源管理者的重要課題。本研究從留職的概念來看，探討可能影響員工對組織產生依賴的因素，即組織如何藉由高績效工作系統改善組織情境，並透過降低員工的心理契約違背來提昇員工的工作鑲嵌，期望藉此能發展出兼具組織優勢及符合員工心理契約之留才策略。
本研究以新竹科學工業園區之高科技產業員工為研究母體，採立意抽樣，共發放430份問卷進行調查，實際回收346份問卷，有效問卷329份，有效回收率為76.5%。經由相關分析與迴歸分析後，研究結果發現：（1）高績效工作系統對工作鑲嵌有顯著正向影響；（2）高績效工作系統對心理契約違背有顯著負向影響；（3）心理契約違背對工作鑲嵌有顯著負向影響；（4）心理契約違背在高績效工作系統對工作鑲嵌間具中介效果。本研究結果可提供企業制定高績效工作系統及減少員工心理契約違背與強化工作鑲嵌之參考。

How to keep talented employee, an important issue to leaders and human resource managers in corporates, is increasingly valued by companies. The present study investigated the influence upon job embeddedness by which the high-performance work systems caused, and the mediation effect of psycho-logical contract violation.
In this study, the research data, conducted with the purposive sampling, from 329 valid questionnaires out of 430 returned contributed by high-tech industry employees with more than one year working experience in Hsinchu Science-Based Industrial Park office was analyzed. The effective rate of return was 76.5%. After correlation and regression analysis,the findings of this research are：（1）High performance work systems has a significant positive effect on job embeddedness.（2）High performance work systems has a significant negatively effect on psychological contract violation.（3）Psychological contract violation has a significant negatively effect on job embeddedness.（4）Psychological contract violation has a mediating effect on the relationship between high performance work systems and job embeddedness. The results can assist the leaders and human resource managers in understanding the efficacy of implementing high performance work systems, which make the employee’s psychological contract violation be reduce, strengthen job embeddedness and tie employees closed to firms. Finally, practical implications and recommendations for the management of retention were provided.

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