臺灣博碩士論文加值系統

由過去研究發現，人與組織契合的重要性，但卻由於定義內涵模糊不清，而減緩此領域研究發展，更造成實務應用上的困擾，因此本研究目的即在找出最佳的契合類型模式，並結合前置結果變項的驗證，使人與組織契合範疇更為完善。研究結果證實三元的人與組織契合模式確實優於單元及二元模式，三元契合包括「相似性契合」、「工作要求與能力契合」及「需求與供給契合」。組織社會化對人與組織契合的迴歸分析及人與組織契合對結果變項（組織認同、組織公民行為、工作績效、工作滿意度、心理契約及知覺組識支持）的回歸分析，除了強化三元模式的可靠性外，更深入了解人與組織契合的功能性。

Review past researches, it was important for person-organization fit( P-O fit ). Because the define and content of P-O fit were unclear, this impact result in declining the research and development of P-O fit, even confusing the practicing application. Thus the purpose of present study was to find the best type model of P-O fit out, and to combine with confirming of antecedence and outcome variables of P-O fit to enrich this research scope. Result of the study confirmed three type model of P-O fit was better than single type model and duality type model, the three types included “supplementary fit”, ”demands-abilities fit” , and ”needs-supplied fit”. The regression analysis of organizational socialization predicted P-O fit and P-O fit predicted outcome variables (organizational identity, organizational citizen behavior, performance, job satisfaction, psychological contract, and perceived organizational support ) represented deeply the function of P-O fit, beside reinforced the reliability of three type model of P-O fit.

目 次
第一章 研究動機與目的 1

第二章 文獻探討 5
第一節 人與組織契合 5
一、 人與組織契合的概念 5
二、 人與組織契合的功能 13
三、 人與組織契合的類型及內涵 15
第二節 影響人與組織契合的因素 22
一、 人與組織契合的前置影響變項 22
二、 組織社會化 25
第三節 研究假設與架構 34

第三章 研究方法 36
第一節 研究樣本 36
第二節 樣本檢核 39
第三節 研究工具 42
第四節 資料分析 51

第四章 研究結果 53
第一節 相關分析 53
第二節 驗證式因果分析 55
第三節 人與組織契合對結果變項之預測效果 57
第四節 組織社會化對人與組織契合之預測效果 58
第五節 人與組織契合之中介效果 60

第五章 討論與建議 67
第一節 研究假設結果 67
第二節 討論 68
第三節 管理意涵 72
第四節 研究限制 73
第五節 未來研究方向 74

參考文獻 75

附錄一 問卷 83

圖表目次
圖目次
圖2-1 Kristof（1996）的P-O fit模式 10
圖2-2 人與組織契合的模式 23
圖2-3 組織社會化的四個向度 28
圖2-4 研究架構 35

圖4-1 影響組織認同之各變項路徑分析 61
圖4-2 影響組織公民行為之各變項路徑分析 62
圖4-3 影響心理契約之各變項路徑分析圖 64
圖4-4 影響知覺組織支持之各變項路徑分析圖 66

表目次
表2-1 契合層級之相關研究及其觀點 6
表2-2 P-O fit及P-J fit之相關研究 7
表2-3 人與組織契合（P-O fit）類型之分類文獻 12
表2-4 組織社會化策略 24
表2-5 影響人與組織契合的歷程及其因子之文獻 25
表2-6 本研究之研究假設 34

表3-1 樣本組成背景（主管） 37
表3-2 樣本組成背景（員工） 38
表3-3 公司年資及部門年資對組織社會化之變項數分析結果 40
表3-4 年資在組織社會化上之描述性統計 40
表3-5 組織社會化之因素分析結果 43
表3-6 人與組織契合之因素分析結果 45
表3-7 組織認同之因素分析結果 46
表3-8 組織公民行為之因素分析結果 47
表3-9 知覺組織支持之因素分析結果 48
表3-10 工作滿意度之因素分析結果 49
表3-11 心理契約之因素分析結果 50

表4-1 各變項之相關分析結果 54
表4-2 人與組織契合類型之分類表 55
表4-3 人與組織契合類型之最佳模式考驗 56
表4-4 三種契合類型對結果變項的預測結果 58
表4-5 組織社會化之因素對三種契合類型之預測結果 59
表4-6 人與組織契合之中介模式表 60
表4-7 「了解組織」對「組織認同」的影響
之「相似性契合」中介效果 61
表4-8 「了解組織」對「組織公民行為」的影響
之「相似性契合」中介效果 62
表4-9 「同事支持」及未來期待對「組織公民行為」的影響
之「需求與供給契合」中介效果 64
表4-10 「同事支持」及「未來期待」對「組織公民行為」的影響
之「相似性契合」中介效果 65

表5-1 本研究之假設驗證結果 67

參考文獻
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