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研究生:蘇弘文
研究生(外文):SU HUNG WEN
論文名稱:個人與環境主觀適配之前因與後果
論文名稱(外文):Antecedents and Consequences of Perceived Person-Environment Fit
指導教授:莊璦嘉莊璦嘉引用關係
指導教授(外文):CHUANG AI CHIA
學位類別:碩士
校院名稱:國立臺灣科技大學
系所名稱:企業管理系
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:2004
畢業學年度:92
語文別:中文
論文頁數:87
中文關鍵詞:個人與主管適配個人與工作適配個人與工作群體適配個人與組織適配前因後果對照關係
外文關鍵詞:subordinate-supervisor fitperson-job fitperson-group fitperson-organization fitantecedentsconsequencescontrasting relations
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本研究試圖瞭解,個人特質(一般心智能力與人格特質)與環境特性(領導風格、工作特性、工作群體特性、組織氣候)是否能解釋個人與環境主觀適配且其中的對照關係如何。透過調查139位來自不同組織與工作之在職者,結果顯示,人格特質能顯著預測價值觀與能力性契合。環境特性部分,領導風格對主管適配的解釋力最高,工作特性對需求─能力適配的解釋力最高,工作群體特性對需要─供給以及工作群體適配最有影響,組織氣候則是組織適配相對重要前因。本研究也探討環境主觀適配對工作態度(督導滿意度、工作滿意度、工作群體承諾、組織承諾)的影響及其中的對照關係。結果顯示,主管適配與督導滿意度的正相關最強,需要─供給適配與工作滿意度的相關最強,工作群體適配與工作群體承諾的相關最高,組織適配與組織承諾的相關性最大。而經由事後分析也發現,外向性、轉換型領導以及支持型氣候對價值觀契合有正向關係。
整體來說,轉換型領導、以及支持型氣候都具有相同的本質,即「支持」二字。因此對於實務界的意涵在於,組織應當營造支持員工的環境與氣候,提供員工良好的養成系統,不論是新進人員或是在職者。因為員工如何為公司定調以及決定付出多少努力時,管理者常是扮演關鍵性的角色。
This study examined whether types of person-environment fit (e.g., subordinate-supervisor fit, demands-abilities fit, needs-supplies fit, person-group fit, person-organization fit) can be explained by individual differences (e.g., general mental ability and personality) and environmental characteristics (e.g., leadership, job characteristics, work group characteristics, and organizational climates). Next, we demonstrated the relationship between work attitudes (e.g., supervision satisfaction, job satisfaction, work group commitment, organizational commitment) and types of person-environment fit. Furthermore, we also examined the contrasting relations between antecedents and consequences of five types of person-environment fit.
Results from 139 employees who were from kinds of jobs and organizations indicated that personalities can explain competence-related fit and value congruence fit. Secondly, leadership can explain subordinate-supervisor fit and are the more important antecedents; job characteristics and explain demands-abilities fit and are the more important antecedents; work group characteristics and explain person-group fit and are the more important antecedents; organizational climates and explain person-organization fit and are the more important antecedents.
Thirdly, all types of fit are positively correlated work attitudes Result also demonstrated contrasting relations which the correlation between subordinate-supervisor fit and supervision satisfaction is higher than the correlation between other consequences and subordinate-supervisor fit; needs-supplies fit and job satisfaction is higher than the correlation between other consequences and needs-supplies fit; person-group fit and work group commitment is higher than the correlation between other consequences and person-group fit; person-organization fit and organizational commitment is higher than the correlation between other consequences and person-organization fit.
Moreover, post hoc analyses showed that extraversion, transformational leadership, and supportive climate positively influenced value congruence fit. Practical implications and future research are discussed.
第一章 緒論 1
第二章 文獻探討 5
第一節 個人與環境主觀適配 6
一、個人與主管適配 6
二、個人與工作適配 7
三、個人與工作群體適配 8
四、個人與組織適配 9
第二節 個人特質與個人與環境主觀適配之關係 11
一、一般心智能力 11
二、人格特質 12
第三節 環境特性與個人與環境主觀適配之關係 15
一、領導風格 15
二、工作特性 17
三、工作群體特性 19
四、組織氣候 22
第四節 個人與環境主觀適配與工作態度之關係 25
一、工作滿意度以及督導滿意度 25
二、組織承諾以及工作群體承諾 27
第三章 研究方法 29
第一節 研究架構與假設 29
第二節 研究對象與施測過程 33
一、研究對象 33
二、進行步驟 33
第三節 測量工具 34
第四節 分析策略 40
第四章 研究結果 41
第一節 樣本初步分析 41
第二節 研究假設驗證 42
一、個人與環境主觀適配之前因 42
二、個人與環境主觀適配之後果 44
第三節 事後分析 50
一、個人與環境主觀適配前因變項之個別效果 50
二、個人與環境主觀適配前因變項之對照關係 51
第五章 結論與建議 55
第一節 研究假設之探討 55
第二節 理論與實務意涵 56
第三節 研究限制與後續研究建議 58
參考文獻 60
附錄一 第一次問卷 73
附錄二 第二次問卷 79
附錄三 第三次問卷 83
附錄四 第四次問卷 86
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