本研究主要是以生活服務業的工作人員為研究對象，範圍為大台北地區，從事娛樂休閒業、美容美髮暨形象設計業、健身運動業等相關產業為主要調查族群。
本研究共發放726份研究問卷，回收有效問卷412份，回收率56.7%。獲得研究結果為員工心理契約對於組織創新；心理契約對工作滿意度，以及組織創新對工作滿意度皆有顯著相關，而組織創新在心理契約與工作滿意度中，為完全中介變項的影響。但在管理創新構面上，其心理契約中具體性、契約層級構面以及在技術創新構面上，知覺時限、具體性、認同程度與契約層級對工作滿意度中的薪資構面，為部分中介變項。此驗證了組織創新在心理契約與工作滿意度上對於生活服務產業的從業人員有中介的影響效果。
The purpose of this study is based on understanding of the psychological contract, organizational innovation and job satisfaction relationship in life service industry in Taipei.
In this study, 726 are issued a questionnaire study, 412 valid questionnaires are recovered, and the valid returns-ratio is 56.7%. Access to research findings about the relationship of psychological contract of employees and organizational innovation has remarkable relevance.
In addition, the study also discuss about the relevance of psychological contract and job satisfaction. Furthermore, the relationship of organizational innovation is significantly related to job satisfaction. Finally, the organizational innovation in psychological contract and job satisfaction is for completely intermediary variable.
Therefore, more psychological contract will arouse increasing of the organizational innovation capability and effect staff job satisfaction positively as well.
Meanwhile, psychological contract would influence organizational innovation and staff job satisfaction, too.
