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研究生:孔德麟
研究生(外文):Te-Lin Kung
論文名稱:個人與組織契合度對工作投入之相關性研究
論文名稱(外文):The Research of Person-Organization Fit and Job Involvement
指導教授:謝安田謝安田引用關係
指導教授(外文):An — Tien Hsieh
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
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:2001
畢業學年度:89
語文別:中文
論文頁數:93
中文關鍵詞:個人與組織契合度工作投入補充性契合度(價值契合)補充性契合度(目標契合)互補性契合度(供給-需求)互補性契合度(需要-能力)
外文關鍵詞:relationship between person-organization congruencejob investment
相關次數:
  • 被引用被引用:38
  • 點閱點閱:277
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:7
本研究問題是探討個人與組織契合度對工作投入之關係,經由間接文獻之引用及邏輯之推理,發現兩者之關係有必要進一步釐清。
本研究是透過郵寄問卷(questionnaires survey)與親自訪談的方式進行資料收集。總共寄發了450份問卷,將個人對該組織在價值觀認同、達成目標的意願、個人對組織的期望與組織對個人要求之看法等,進行填答。總共回收400份,去除無效問卷沒填寫完成者76,總共有效問卷為342份,回收率為72%。
本研究假設驗證結果為:個人與組織契合度與工作投入呈現正相關;個人與組織在補充性契合度(價值契合)與工作投入呈現正相關;個人與組織在補充性契合度(目標契合)與工作投入呈現正相關;個人與組織在互補性契合度(供給-需求)與工作投入呈現正相關;個人與組織在互補性契合度(需要-能力)與工作投入呈現正相關。
依據以上研究結果,本研究建議:組織在價值觀社會化的過程中,應該強化員工對的組織價值觀的認同,使得員工與組織相似程度提高,並改變員工工作態度進而其對工作上的更加投入。個人在對組織的選擇上除了考慮組織提供的資源條件之外,亦應該對該組織之價值觀有所了解,並尋求與本身信念較接近的組織,才會使自己在工作上有更好的表現,並且獲得更高的成就感。
The purpose of the present study is to examine the relationship between per-son-organization congruence and job investment. In summary, what is the relationship between both of than? This is an unanswered question. The purpose of this paper is to explore their relationship. An analytical approach of methodology is applied to analyze the parsimonious relationship by the cross-sectional survey.
The data is composed of service contact-employees and is collected by 450 ques-tionnaires. Customer contact-employees were asked about their levels of job standardi-zation, internal service quality, job satisfaction, organizational commitment, task uncer-tainty, charismatic leadership and innovative organizational culture. Of all samples, 50 different service firms responded by returning at least one questionnaire from an em-ployee (a total of 400 questionnaires); of these, seventy-six employees were unusable because they were incomplete. Completed questionnaires were returned by 342 con-tact-employees (72% response rate).
Finally, the results indicate that job standardization is person-organization congru-ence will affect the job investment though the mediator of organization socialization. Base on the findings of this study, the following key suggestions are made: In the pro-cession of value-socialization, the organization should strengthen personnel identifyca-tion to enhance and change personnel work attitude, and then increase the personnel job investment. An individual to choice the organization except for the resources provide by organization, and should be more to comprehend that organization values, at the same time to look for the organization conviction is more approach, so personal will be good at the job represent, and obtain higher achievements.
中文摘要 .....................iii
英文摘要 .....................iv
誌謝辭  .....................v
內容目錄 .....................vi
表目錄  .....................viii
圖目錄  .....................ix
第一章  緒論...................1
  第一節  研究背景與問題............1
  第二節  研究目的...............4
第三節 研究架構與假設..............4
第二章  文獻探討.................9
  第一節  契合理論...............9
  第二節  個人與組織契合度...........15
  第三節 工作投入...............  21 
第四節 工作投入之相關研究..........26
第三章 研究方法.................29
第一節 樣本與資料收集............29
第二節 變數之操作性定義與衡量........31
第三節 資料處理與分析............35
第四節 效度與信度分析............36
第四章 實證結果.................53
第一節 敘述性統計與資料分佈分析.......53
第二節 相關分析...............59
第三節 個人與組織契合度對工作投入之層級迴歸分
析..................62
第五章 結論與建議................66
第一節 研究發現...............66
第二節 結論與涵義..............67
第三節 研究限制與未來研究之建議.......72
參考文獻 .....................73
附錄A   研究問卷.................89
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