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研究生:廖敏惠
研究生(外文):Min-Hui Liao
論文名稱:新進員工訓練、個人特質與個人-組織契合度關係之研究
論文名稱(外文):Effects of the Degree of Orientation and Personal Characteristics on Person-Organization Fit.
指導教授:吳美連吳美連引用關係
指導教授(外文):Melien Wu
學位類別:碩士
校院名稱:中原大學
系所名稱: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:2002
畢業學年度:90
語文別:中文
論文頁數:64
中文關鍵詞:引導個人-組織契合度新進員工訓練
外文關鍵詞:OrientationPerson-Organization Fit
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個人與組織的一致性是探討組織行為中相當具關鍵性的一環,而隨著組織對人力資源觀點的改變,企業更是日益重視員工個人與組織間在價值觀、文化或是目標的一致性,期望透過契合觀點的研究,有助於組織選擇適合的人才,並對人力資源做有效的運用。
而新進員工訓練或引導(Orientation)為員工在進入組織後所經歷的第一個學習過程,對員工往後在工作表現、態度、對組織的認同等有相當的影響力,在員工剛進入組織時,新進員工訓練扮演著舉足輕重的角色。
因此,本研究之目的即在探討新進員工訓練、個人特質及個人-組織契合度之關係,以進入公司未滿兩年之新進員工為研究對象,經問卷調查及統計分析後,歸納出以下幾項研究結論:
1.新進員工訓練與個人-組織契合度具有顯著的正向關係,即當訓練之集體程度、固定程度、連續程度及授與程度愈高時,員工對組織會傾向於較高的契合度。
2.在個人心理特質部分,新進員工之自我效能與個人-組織契合度呈顯著負相關,即當員工自我效能愈高,則個人與組織之契合度愈低。
3.整體而言,新進員工訓練、個人特質對個人-組織契合度具有顯著的預測能力。
Person-Organization Fit is a critical link in a chain to confer organizational behavior. To follow the changes of human resource, enterprises respect the consistence of values, culture, and target of the employee and organization. To rely on the research of Fit point is contributive to select a person of talent and make use of human resource effective.
Orientation is the first course of learning when newcomers enter organization. It effects work behavior, attitude, and identification of employees and also plays a decisive role.
Consequently, the purpose of the study is to confer effects of the degree of orientation and personal characteristics on Person-Organization Fit. The study mailed questionnaires to newcomers who enter enterprises less than two years. Major Findings are:

1.There is positive significant between orientation and Person-Organization Fit. With the higher degree of collective, fixed, serial, and investiture, Person-Organization Fit of employee will be higher.

2.There is negative significant between Self-Efficacy of employee and Person-Organization Fit. With the higher Self-Efficacy, Person-Organization Fit of employee will be lower.

3.There is significant that orientation and personal characteristics can forecast Person-Organization Fit.
第一章緒論…………………………………………………………… 1
第一節研究背景……………………………………………….… 1
第二節研究動機及目的………………………….……………… 3

第二章文獻探討……………………………………………………… 5
第一節個人-組織契合度之相關文獻探討……………………… 5
第二節新進員工訓練之相關文獻探討………………………….11
第三節新進員工訓練及個人-組織契合度之關係探討…………16
第四節個人特質及個人-組織契合度之關係探討………………17

第三章研究方法………………………………………………………21
第一節研究架構………………………………………………….21
第二節研究假設………………………………………………….22
第三節研究變項之操作性定義與衡量方式…………………….23
第四節資料分析與統計方法…………………………………….27
第五節研究對象與樣本特性描述……………………………….28

第四章研究結果與討論………………………………………………30
第一節研究變項之描述性統計分析…………………………….30
第二節研究假設之驗證及討論………………………………….33
第三節相關變項之迴歸分析…………………………………….40




第五章結論與建議……………………………………………………45
第一節研究結論………………………………………………….45
第二節研究建議………………………………………………….47
第三節研究限制………………………………………………….50

參考文獻………………………………………………………………..51

附錄:問卷……………………………………………………………..59
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