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研究生:林仲威
研究生(外文):Chung-Wei Lin
論文名稱:個人-組織契合、工作滿足與組織公民行為關係之探討-以台北市壽險公司業務員為例
論文名稱(外文):The Relationship of Person-Organization Fit, Job Satisfaction and Organizational Citizenship Behavior. An Empirical Study of Life-Insurance Sales in Taipei.
指導教授:鄭仁偉鄭仁偉引用關係
指導教授(外文):Jen-Wei Cheng
學位類別:碩士
校院名稱:銘傳大學
系所名稱:管理科學研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:1999
畢業學年度:87
語文別:中文
論文頁數:83
中文關鍵詞:個人-組織契合工作滿足組織公民行為
外文關鍵詞:person-organization fitjob satisfactionorganizational citizenship behavior
相關次數:
  • 被引用被引用:58
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  • 收藏至我的研究室書目清單書目收藏:4
今日企業經常面臨組織精簡、品質提昇、工作結構改變等管理活動,如何遴選能積極配合組織變革的員工實為重要,近年來,個人-組織契合的主題逐漸受到學者與管理者的重視,在甄選的過程中,如何篩選出與組織契合度高之員工,將是影響組織保持競爭力與彈性以面對各種挑戰的關鍵。
自從民國76年台灣保險市場全面開放之後,壽險市場結構改變,各壽險公司正面臨日益激烈的競爭環境。經相關文獻探討後,本研究將個人-組織契合的概念分為補充性契合與互補性契合二大構面,探討與工作滿足及組織公民行為間之關係,並以LISREL模型來分析各變數間之因果關係。經實證分析後主要結論如下:
1. 工作滿足在補充性契合與組織公民行為關係間扮演中介變數之角色。
2. 工作滿足在互補性契合與組織公民行為關係間扮演中介變數之角色。
3. 補充性契合與組織公民行為間具有直接效果。
本研究結果說明個人-組織契合的重要性,管理者必須重視甄選之過程且個人-組織契合程度愈高將有助於員工樂於出現組織公民行為。
Today, most organizations confront downsizing, quality initiatives and changes in or removal of job structures, the benefits of employing people who can be mobile within an organization have been widely important. Person-organization fit (p-o fit) is a topic that has attracted the attention of both scholars and managers during recent years. Achieving high levels of person-organization fit through hiring process is often touted as the key to retaining a workforce with the flexibility and organizational commitment necessary to meet these competitive challenges.
Since Taiwan opened the insurance market in 1987, the whole structure of insurance market has changed which leads every insurance company facing the highly intensive competition. After reviewing the recent person-organization fit literature, person-organization fit can be conceptualized as supplementary and complementary. This study has focused on the relationships among the person-organization fit, job satisfaction and organizational citizenship behavior. Then uses LISREL model to measure the relation between cause and effect among constructs. The major empirical findings of this study can be summarized as follows:
1. Job satisfaction mediates the relation between supplementary fit and organizational citizenship behavior.
2. Job satisfaction mediates the relation between complementary fit and organizational citizenship behavior.
3. There is direct relation between supplementary fit and organizational citizenship behavior.
The empirical results indicate the importance of person-organization fit. Managers should pay close attention in the hiring process and assess the level of person-organization fit that employees will be willing to perform organizational citizenship behavior.
第一章、 緒論 1
1.1 研究動機與背景 1
1.2 研究之觀念性架構 3
1.3 研究問題與目的 4
1.4 研究對象 6
1.5 研究流程 9
1.6 本論文章節 10
第二章、 文獻探討………………………………………….. 11
2.1 個人-組織契合……….……………………………………..11
2.1.1 個人-環境契合………………………………………11
2.1.2 個人-組織契合之相關文獻與研究方向……………13
2.1.3 個人-組織契合涵義與多樣性概念…………………16
2.1.4 個人-組織契合小結…………………………………18
2.2 組織公民行為………………………………………………20
2.2.1 組織公民行為的涵義……………………………….20
2.2.2 組織公民行為的構面……………………………….21
2.2.3 組織公民行為的前因變項………………………….23
2.3 工作滿足……………………………………………………24
2.3.1 工作滿足定義及相關研究………………………….24
2.3.2 工作滿足之前因及結果因素……………………….27
2.4 個人-組織契合與工作滿足間的關係……………………..28
2.5 個人-組織契合與組織公民行為間的關係………………..29
2.6 工作滿足與組織公民行為之關係…………………………31
第三章、研究方法……………………………………………32
3.1 研究架構……………………………………………………32
3.2 研究假設…………………..………………………………..33
3.3 研究變項的定義……………………………………………33
3.3.1 補充性契合………………………………………….33
3.3.2 互補性契合………………………………………….34
3.3.3 工作滿足…………………………………………….34
3.3.4 組織公民行為……………………………………….34
3.4 變數衡量與問卷設計………………………………………35
3.5 研究對象及問卷回收………………………………………38
3.5.1 抽樣設計…………………………………………….39
3.5.2 問卷回收…………………………………………….39
3.6 資料分析方法………………………………………………40
3.6.1信度與效度之檢定…………………………………..40
3.6.2 線性結構關係模型簡介…………………………….41
3.6.3 本研究架構之LISREL模型………………………..43
第四章、實證結果與分析……………………………………46
4.1 樣本結構……………………………………………………46
4.2 理論模式完整結構分析……………………………………48
4.3 研究假設之檢定結果………………………………………54
4.3.1補充性適配與工作滿足關係之分析………………..55
4.3.2互補性適配與工作滿足關係之分析………………..56
4.3.3工作滿足與組織公民行為關係之分析……………..57
4.3.4補充性適配與組織公民行為關係之分析…………..57
4.3.5互補性適配與組織公民行為關係之分析…………..58
4.3.6總效果與間接效果分析……………………………..58
第五章、結論與建議…………………………………………61
5.1 研究結論……………………………………………………61
5.2 管理上之涵義與建議………………………………………62
5.2.1壽險業務主管現今所面臨管理上之問題……….….63
5.2.2針對組織而言,管理上之涵義與實務之建議………66
5.2.3 針對求職者而言,管理上之涵義與實務之建議….70
5.3 後續研究建議………………………………………………71
參考文獻 72
附錄一:本研究之問卷...................................................................78
附錄二:Q-plot 圖..........................................................................83
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