現代社會提倡多元與包容，然而隱蔽且細微的「階層微歧視」仍不斷在職場發生。這種基於權力不對等的微觀侵害不僅影響員工心理，更可能扼殺企業的驅動力。在此背景下，心理契約構成了員工與組織間互惠僱傭關係的基礎。因此，本研究以社會交換理論為核心，探討階層微歧視對組織承諾之影響，並進一步檢視心理契約破壞在其中的中介角色，以及主管支持作為調節變項，對階層微歧視與心理契約破壞關係帶來何種影響。 本研究以「台灣地區具部屬身分之全職工作者」為研究對象，採線上問卷形式進行資料蒐集，並回收 316 份有效問卷。經由信效度分析、敘述統計與相關分析，以及迴歸與拔靴法（Bootstrapping）分析後，研究結果顯示：（一）階層微歧視對心理契約破壞具有顯著正向影響。（二）心理契約破壞對組織承諾具有顯著負向影響。（三）心理契約破壞在階層微歧視與組織承諾之間具有完全中介效果。（四）主管支持能直接降低心理契約破壞，但對階層微歧視與心理契約破壞之間不具顯著調節作用。本研究遂基於以上研究發現，提出相關實務意涵與管理建議，期能作為組織防範職場微歧視、重塑包容文化及提升員工組織承諾之參考依據。;Modern society promotes diversity and inclusion， yet hidden and subtle "hierarchical microaggressions" continue to occur in the workplace. These micro-aggressions， based on power imbalances， not only affect employees′ psychological well-being but can also deplete corporate driving forces. Against this backdrop， the psychological contract forms the foundation of the reciprocal employment relationship. Therefore， this study centers on social exchange theory to examine the impact of hierarchical microaggressions on organizational commitment. Furthermore， it analyzes the mediating role of psychological contract breach and explores whether supervisor support acts as a moderating variable affecting the relationship between hierarchical microaggressions and psychological contract breach. This study surveyed full-time employees in Taiwan， and data were collected via an online questionnaire， resulting in 316 valid responses. After conducting reliability and validity analysis， descriptive statistics， correlation analysis， and regression with bootstrapping， the results are as follows: (1) Hierarchical microaggressions have a significant positive impact on psychological contract breach. (2) Psychological contract breach has a significant negative impact on organizational commitment. (3) Psychological contract breach fully mediates the relationship between hierarchical microaggressions and organizational commitment. (4) Supervisor support directly reduces psychological contract breach but does not have a significant moderating effect between hierarchical microaggressions and psychological contract breach. Based on the research findings， this study offers practical implications and management recommendations to assist organizations in preventing workplace microaggressions， reshaping an inclusive culture， and enhancing employees′ organizational commitment.
