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研究生:倪家珍
研究生(外文):Jia-Jen Ni
論文名稱:員工性別與職業性別型態的一致性,對個人-組織契合度與個人-工作契合度影響之研究
論文名稱(外文):The effects of consistence of employee's gender and the occupational gender type on the person-organization fit and the person-job fit
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:博士
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:2005
畢業學年度:94
語文別:中文
論文頁數:189
中文關鍵詞:個人-組織契合度個人-工作契合度需求-能力契合度需要-供給契合度性別職業性別型態
外文關鍵詞:person-organization fitperson-job fitdemand-ability fitneed-supply fitgenderoccupational gender type
相關次數:
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過去文獻對於個人-組織契合度與個人-工作契合度已有相當程度的研究,但並無探討有關員工性別與職業性別型態的一致性,對於契合度可能造成的影響。因此本研究主要在比較是否屬於不一致的員工,會有較低的個人-組織契合與個人-工作契合度。同時,自我效能及不同性別型態的職業,是否會對於一致性與契合度的影響造成干擾的效果。經實證研究後共發現以下的結果:
一、一致與否,不會影響到員工所感受到的個人-組織契合度與個人-工作契合度。
二、自我效能高低,不會對於個人-組織契合度與需求-能力契合度產生影響;但是自我效能高時,會感受到較低的需要-供給契合度。
三、職業的性別不會對於個人-組織契合度與需求-能力契合度產生干擾的影響;但在需要-供給契合度方面,則發現女性職業中的不一致者,會感受到較低的需要-供給契合度。
Past researchers have studied person-organization fit and person-job fit extensively., but they didn’t discuss the relationship of the person-organization fit and person-job fit in the sex-typed occupations. Therefore, this study focuses on the influence of this kind of congruence to the person-organization fit and person-job fit. In this research, we try to understand if the different level of self-efficacy and different sex-typed occupation will influence the relationship of this congruence to the person-organization fit and per-son-job fit.
This study sent 910 questionnaires to the nurses and 390 questionnaires to police. 816 questionnaires were returned, the answering rate is 62.77%. The results of this re-search are below:
1. No matter the employees belong to the suitable gender or not, it doesn’t influ-ence their person-organization fit and person-job fit.
2.The level of employees’ self-efficacy will not influence the relationship of the consistence on the person-organization fit and demand-ability fit, but it will in-fluence the need-supply fit.
3.Two occupations under this study will not influence the relationship of the rela-tionship of the consistence on the person-organization fit and demand-ability fit, but it will influence the need-supply fit.
內容目錄
中文摘要 .....................
iii
英文摘要 ..................... iv
致謝辭  ..................... v
內容目錄 ..................... vii
表目錄  ..................... x
圖目錄  ..................... xiii
第一章  緒論................... 1
  第一節  研究背景............... 1
  第二節  研究問題與目的............ 6
  第三節  觀念性架構.................. 10
  第二節  研究重要性.................. 11
第二章  文獻探討................. 14
  第一節  性別與職業性別刻板印象........ 14
  第二節  職業性別型態............... 21
  第三節  員工性別與職業性別型態不一致...... 25
  第三節  個人-組織契合度.............. 28
  第四節  個人-工作契合度............. 37
  第五節  契合度的衡量方式............. 44
  第六節  自我效能................. 51
第三章  研究方法.................. 55
  第一節  變數定義................. 55
  第二節  研究假設............... 57
  第三節  研究架構................ 65
  第四節  研究變數與衡量工具............ 67
  第五節  樣本與資料收集............ 70
  第六節  資料分析方法............... 77
  第七節  信度與效度分析............. 79
第四章  員工性別與職業性別型態的一致性,對契合度之影響分析................... 85
  第一節  個人-組織契合度之實證資料分析..... 86
  第二節  個人-組織契合度相關控制變數之實證分析 88
  第三節  員工性別與職業性別型態的一致性,對個人-組織契合度之實證分析............... 88
  第四節  個人-工作契合度之實證資料分析....... 88
  第五節  個人-工作契合度相關控制變數之實證分析 90
  第六節  員工性別與職業性別型態的一致性,對個人-工作契合度之實證分析............... 92
第五章  自我效能對於「員工性別與職業性別型態的一致性與契合度關係」之干擾結果.......... 94
  第一節  自我效能之實證資料分析.......... 94
  第二節  自我效能對「員工性別與職業性別型態的一致性,與個人-組織契合度關係」之干擾結果.................... 98
  第三節  自我效能對「員工性別與職業性別型態的一致性,與個人-工作契合度關係」之干擾結果.................... 99
第六章  職業性別型態對於「員工性別與職業性別型態的一致性與契合度關係」之干擾結果.......... 102
  第一節  職業性別型態之實證資料分析........... 102
  第二節  職業性別型態對「員工性別與職業性別型態的一致性,與個人-組織契合度關係」之干擾結果.................... 107
  第三節  職業性別型態對「員工性別與職業性別型態的一致性,與個人-工作契合度關係」之干擾結果.................... 109
第七章  結論與建議................ 112
  第一節  結論................. 112
  第二節  建議................. 124
  第三節  研究限制................. 134
參考文獻...................... 136
附錄一-職業性別屬性與社會聲望前測問卷........ 183
附錄二-契合度問卷.................. 186
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