臺灣博碩士論文加值系統

對組織而言，使員工能主動投入於工作之中是一件相當重要的事；然而，員工要能對工作有所投入，除了須具備符合的知識與技能外，更重要的是其價值觀也必須和組織是一致的，才能使個人更願意為組織貢獻，因此，本研究欲探討個人-組織契合程度對於工作投入的影響。再則，過去文獻已指出組織社會化可以使員工快速融入組織中，並影響員工往後的行為表現，故本研究擬驗證運輸服務業員工的組織社會化與工作投入之間的關聯性，並進一步瞭解個人-組織契合度在上述關係的中介效果。
本研究採用問卷調查法，並以運輸服務業員工為研究對象，調查其組織社會化程度、個人-組織契合度與工作投入的情形。研究者以電話與電子郵件聯絡各運輸服務業的企業，並針對願意協助發放問卷的企業發放問卷，回收1251份問卷，其中有效問卷1183份。經統計分析，結果發現：
一、組織社會化構面中的「訓練接受度」、「組織瞭解度」和「同事支持」會對工作投入的三個構面，包括：「生理」、「認知」與「情緒」構面皆有顯著正向影響；而組織社會化構面中的「未來期望」會對工作投入構面中的「認知」有顯著負向影響，但對工作投入構面中的「情緒」有顯著正向影響。
二、組織社會化構面中的「訓練接受度」、「組織瞭解度」和「未來期望」會對個人-組織契合度有顯著正向影響。
三、個人-組織契合度對工作投入構面中的三個構面，包括：「生理」、「認知」和「情緒」皆有顯著正向影響。
四、個人-組織契合度對組織社會化與工作投入之關係具有部分中介效果。
最後，本研究根據實證結果提出理論與實務之意涵以及後續研究之建議。

For an organization, it is an important issue that the employees devote to work actively. However, if you want the employees devote to work, besides that the employees should possess necessary knowledge and technologies, it is more important that the value of the employees conforms to that of the organization. Then, the individual is more willing to devote to the organization. Therefore, the study explored the impact of the Person-Organization Fit on the Work Engagement. Furthermore, the literatures in the past indicated that organizational socialization could enable the employees to participate in the organization quickly and influenced the employees’ behavior in future. So this study attempted to verify the correlation between organizational socialization of the employees in the transport service sector and the Work Engagement, and further to understand the mediating effect of the Person-Organization Fit on the above mentioned relationship.
This study adopted the method of questionnaire survey. The study objects were employees in Transportation Service Industry. The level of their organizational socialization and person-organization fit and the situation of Work Engagement have been investigated. The researchers contacted enterprises in transportation service industry by phone calls and emails, and distributed questionnaires to the enterprises according to their willingness of participation. 1251 questionnaires were returned, among which, 1183 questionnaires were valid. Through statistical analysis, the study found out that:
1. Acceptance of training, understanding of the organization and support from co-workers in organizational socialization have significant positive impact on the three aspects of Work Engagement, including physiology, cognition and emotion. Future expectation in organizational socialization has significant negative impact on cognition, but has obvious positive impact on the emotion in Work Engagement.
2. Acceptance of training, understanding of the organization and future expectation has significant positive impacts on person-organization fit.
3. Person-organization fit has significant postive impact on the three aspects of Work Engagement, including physiology, cognition and emotion.
4. Levels of person-organization fit have some mediating effects on the relationship between organizational socialization and Work Engagement.
Finally, based on the empirical results, this study put forward the implications of the theory and practice as well as references for future related studies.

第一章　緒論 1
第一節　研究背景與動機　1
第二節　研究目的　4
第三節　研究流程　5
第二章　文獻探討　6
第一節　組織社會化　6
第二節　個人-組織契合度　18
第三節　工作投入　34
第四節　組織社會化、個人-組織契合度與工作投入之相關　48
第三章　研究設計　53
第一節　研究架構　53
第二節　研究變項的操作型定義　55
第三節　研究工具　57
第四節　研究對象　70
第五節　資料處理　73
第四章　研究結果與討論　75
第一節　組織社會化、個人-組織契合度與工作投入現況分析　75
第二節　組織社會化、個人－組織契合度與工作投入之背景差異分析　76
第三節　組織社會化、個人-組織契合度與工作投入之相關分析　83
第四節　組織社會化對個人-組織契合度的影響　89
第五節　組織社會化對工作投入的影響　93
第六節　個人-組織契合度對工作投入的影響　99
第七節　個人-組織契合度之中介效果分析　104
第五章 結論與建議　115
第一節 結論　115
第二節 建議　119
參考文獻　122
附錄　145
附錄一　原文翻譯彙整表　145
附錄二　專家名單彙整表　152
附錄三　專家諮詢問卷　153
附錄四　專家效度彙整表　163
附錄五　正式問卷　173

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