臺灣博碩士論文加值系統

雖然組織文化契合度量表是一種常用於企業衡量組織文化的工具，但卻鮮少被當作甄選工具來使用。本研究為解決高離職率職位問題，以台灣人壽保險業務人員做為研究對象，使用組織文化契合度為新興的甄選工具並與一般常用的智能測驗作為搭配組合，期望能為高離職率職位問題找到解決辦法。整篇文章可分成四個階段：第一個階段為智能測驗版本的選擇。第二階段以價值觀為契合度的核心指標建構組織文化契合度量表，並以團結力和社交力來劃分組織文化。第三階段則採用效標關連效度的概念，將智能測驗與組織文化契合度量表的得分與相關的人口統計變數作為預測高離職率職位未來工作績效與離職率的變項。最後本研究以例子來說明如何以建立組織文化契合度常模表、未來工作績效與離職率預測方程式來協助人才甄選。

Although the person -organization fit is a common tool to build organizational culture, it is scarcely used for the selection of employees. In order to reduce the turnover rate of certain position and thus to keep good employees, person – organization fit can be used as a selection tool in recruiting processes. It is the purpose of this study to investigate the feasibility of using person-organization fit as a tool in selecting potential employee for certain positions. In this study we use Taiwan Life Insurance Company as a case study. In this case we divided the selection process of job applicants into four phases. In the first phase we use intelligence test to find out the learning and adjustment ability of the applicants. In the second phase we use some measurement tools to find out the personal value of the applicants and see if they match the value of the organization. In this process we also find out the applicants’ sociability and willingness to work with others and especially to work as a team. In the third phase we created a projection model in which to predict the future performance of the job applicants, by using the scores of intelligence test, person – organization fit and other related information as predicators. Our findings are that these predicators are reliable variables in predicting the turnover tendency of the applicants.

目錄
中文摘要 i
英文摘要 ii
目錄 iii
圖目錄 iv
表目錄 v
第一章 緒論 1
第一節　研究動機 1
　　第二節　研究目的 2
　　第三節　研究流程 3
第二章　文獻探討 6
第一節　智能測驗 6
　　第二節　組織文化 8
　　第三節　組織文化契合度與智能測驗 14
第三章　研究方法 16
　　第一節　研究架構 16
　　第二節　研究假設 17
　　第三節　研究對象 18
　　第四節　研究工具 20
第四章　研究結果 25
　　第一節　信效度檢定 25
　　第二節　台灣人壽之組織文化 29
　　第三節　樣本結構分析 30
　　第四節　相關分析 32
　　第五節　迴歸分析 34
　　第六節　研究發現 41
第五章　結論與建議 43
　　第一節　實證結果 43
　　第二節　管理意涵 45
　　第三節　研究限制與後續研究建議 50
參考文獻　　 53
附錄　　　　 57

參考文獻
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陳蕙君（民88），資訊真實性、人與組織之契合度以及工作經驗對新進人員組
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