臺灣博碩士論文加值系統

摘要
本研究主要目的為瞭解個人與組織價值觀契合度與生活適應、學習表現之間的關係；其次想探討軍校新生「入學初個人與組織價值觀契合度」與「四個月後個人與組織價值觀契合度」之關係是否會受到個體主動積極行為的調節影響（moderating effect）。藉由自編組織文化價值觀量表確立因素結構後，除了建立信、效度之外，並檢驗該工具能否有效預測軍中新進人員未來生活適應與學習表現。
本研究採縱貫研究設計，針對六所軍事院校300位新生為樣本，分別於入學一個月及四個月後進行實證調查，其重要發現如下：
一、 入學初個人與組織價值觀契合度與四個月後個人與組織價值觀契合度的差異比較結果部分達顯著差異。
二、 入學初個人與組織價值觀契合度與生活適應無顯著相關，與學習表現呈顯著負相關。四個月後個人與組織價值觀契合度與生活適應各向度呈顯著正相關，與學習表現呈顯著負相關。
三、 四個月後個人與組織價值觀契合度對於入學初個人與組織價值觀契合度與生活適應和學習表現之關係無中介效果。
四、 主動積極行為指標中的「付諸行動」調節入學初個人與組織價值觀契合度對四個月後個人與組織價值觀契合度的影響。


關鍵字：個人與組織價值觀契合、主動積極行為、生活適應、
學習表現

Abstract
The purpose of this study was to understand the relationship between Person-organization fit, life adjustment and learning performance. In addition, whether a cadets’ proactivity behaviors could moderate the relation between Person-organization fit (before one month) and Person-organization fit (after four months).The study were based on longitudinal designs. Subjects were selection from 300 freshmen of six military colleges. Subjects needed be measured two times 4 months apart . the conclusion were:
(1)There are partial differences between Person-organization fit (before one month) and Person-organization fit (after four months).
(2) The correlation between Person-organization fit (before one month)and life adjustment was no significantly, but Person-organization fit (before one month) and learning performance had negative correlation. The correlation between Person-organization fit (after four months) and life adjustment was positive, but Person-organization fit(after four months) and learning performance had negative correlation.
(3) Person-organization fit (after four months) did not mediate the relationship between Person-organization fit (before one month) ,life adjustment and learning performance.
(4) Proactivity behaviors about action only moderated the relationship between Person-organization fit (before one month) and Person-organization fit(after four months).









Keywords： Person-organization fit, proactivity behaviors
,life adjustment, learning performance

目次
摘要 I
目次 II
表目錄 IV
圖目錄 V
第一章 緒論 1
第一節 研究動機與目的 1
第二章 文獻探討 4
第一節 個人與組織價值觀契合度 4
壹、個人與組織互動論點 4
貳、個人與組織契合度的整合觀點－相似性契合與互補性契合 6
參、組織文化測量的核心-價值觀 9
肆、組織價值觀內容的多面性 10
伍、組織價值觀契合的效果 12
陸、個人與組織價值觀契合度的測量方法 14
柒、個人與組織價值觀契合的計算 16
捌、個人與組織價值觀契合度相關研究 18
第二節 新進人員的主動積極行為 23
壹、組織社會化觀點 23
貳、新進人員主動積極行為之任務 25
參、主動積極的類型 26
第三節 研究架構與問題 32
第四節 研究假設 33
第三章 研究方法 36
第一節 研究流程 36
第二節 組織文化價值觀量表的發展 40
第三節 研究變項之操作定義與衡量 44
第四章 研究分析與結果 58
第一節 樣本特性描述 58
第二節 各研究變項之描述統計分析 59
第三節 各向度在入學初與四個月後之差異分析 62
第四節 價值觀契合度與生活適應與學習表現之關係 64
第五節 半年後P-O FIT的中介效果 70
第六節 主動積極行為對於前後P-O FIT之影響 75
第五章 結論與建議 78
第一節 結論 78
第二節 研究限制 92
第三節 研究建議 94
參考文獻 98
附錄一 111
附錄二 119

參考文獻
一、中文部分
王榮春、馬于雯（2005）。「個人與組織契合」對軍校生之生活適應與學習現況的影響。國防部人力司專題研究計畫成果報告，台北。
任金剛（1996）。「組織文化、組織氣候、及員工效能：一項微觀的探討」。國立台灣大學商學院未發表之博士論文。
李坤崇、韓楷聖、邱麒忠和林幸台（1987）。大學生生活量表之編製。「測驗與輔導」，6（15），1561-1564。
劉兆明、黃子玲、陳千玉（1995）。企業文化的解讀與分析-以三個大型民營企業為例。「中華心理學刊」，37(2)，123-147。
孫敏華（2000）。「役男部隊適應—理論模式、工具編製及相關因素探討之研究」。台北：大航家出版社。
莊璦嘉、林惠彥(2005)。個人與環境適配對工作態度與行為之影響。「臺灣管理學刊」，5（1），123-148。
莊璦嘉、蘇弘文（2005）。主觀適配的特質環境的前因與工作態度的後果之探討。「人力資源管理學報」，5（1），1-27。
郭美鳳（1986）。「新進人員資訊搜尋行為、組織社會化程度與組織行為之相關研究」。國立雲林科技學院企業管理研究所未出版碩士論文。
郭建志（1992）。組織價值觀與個人效能-符合度研究途徑。國立台灣大學心理學研究所未出版碩士論文。
郭建志（1999）。「文化契合度與效能：臺灣集團企業的研究」。國立台灣大學心理學研究所未出版博士學位論文計劃。
郭建志（2003）。組織文化研究之回顧與前瞻。「應用心理學研究」，20，83-114。
郭建志、鄭伯壎（2002）。多重文化價值契合與員工效能：臺灣一家集團企業的案例研究。「中華心理學刊」，44：95-108。
陳蕙君（1999）。「資訊真實性、人與組織之契合度以及工作經驗對於新進人員組織社會化之影響」。國立中山大學人力資源管理研究所碩士論文。
湯玲郎、黃英忠（1991）。企業員工離職原因與對策的探討。「就業與訓練」，9，58-64。
陳太山（1987）。「社會化類型對新進員工的影響」。政治大學企業管理研究所所未出版碩士論文。
黃子玲（1993）。「人與組織契合：組織價值的初步探索」。輔仁大學應用心理學研究所未出版碩士論文。
黃正雄、黃國隆（2003）。價值觀一致對於人力資源管理措施與組織承諾間關係的中介效果。「人力資源管理學報」，1（2），115-133。
黃亞筠（2000）。「組織社會化實務、資訊尋找行為與高科技產業中新進專業人員的組織承諾之關係」。國立中山大學人力資源管理研究所碩士論文。
黃隆國、陳蕙芳（1998）。資訊技術、組織價值觀與組織承諾之關係。「管理學報」，15（3），343-366。
鄭仁偉、廖文志、翁振益、林仲威(2001)。組織招募研究：個人與組織契合的研究觀點。「環境與管理研究」，2（2），73-90。
鄭伯壎（1990）。「組織文化價值觀的數量衡鑑」。行政院國家科學委員會專題研究計畫成果報告，台北。
鄭伯壎（1991）。組織文化價值觀的數量衡鑑。「中華心理學刊」，32，3-49。
鄭伯壎（1992）。「有效組織文化的探討：組織價值觀一致性與成員效能的關係」。行政院國家科學委員會專題研究計畫成果報告，台北。
鄭伯壎（1993）。組織價值觀與組織承諾、組織公民行為、工作績效的關係：不同加權模式、差距模式之比較。「中華心理學刊」，35（1），43-58。
鄭伯燻（1995）。組織價值上下契合度與組織成員個人的效能。「中華心理學刊」，37，235-244。
錢淑芬（1994）。軍事院校學生的生涯適配與軍事社會化的關聯性之探討。「復興崗學報」，51，385-420。
錢淑芬（1998）。「工作價值觀量表」在軍官養成教育的上的應用。「復興崗學報」，65，83-142。
二、西文部分
Ashford, S. J. (1986). The role of feedback seeking in individual adaptation: A resource perspective. Academy of Management Journal, 29, 465-487.
Ashford, S. J., & Black, J. S. (1996). Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81, 199–214.
Ashford, S. J., & Taylor, M. S. (1990). Adaptation to work transitions: An integrative approach. In G. R. Ferris & K. M. Rowland (Eds.), Research in personnel and human resource management (Vol. 8, pp. 1-39). Greenwich, CT: JAI Press.
Berger, C. R. (1979). Beyond initial understanding: Uncertainty, understanding, and the development of interpersonal relationships. In H. Giles & R. N. St. Clair (Eds.), Language and social psychology (pp. 122-144). Oxford, England: Basil Blackwell.
Berger, C. R., & Calabrese, R. J.（1975）. Some explorations in initial interaction and beyond:Toward a developmental theory of interpersonal communication. Human Communication Research, 1,99-112.
Berlyne, D. E. (1960). Conflict arousal and curiosity. New York: McGraw-Hill.
Boxx, W. R., Odom, R. Y., & Dunn, M. G. (1991). Organizational values and value congruency and their impact on satisfaction, commitment, and cohesion. Public Personnel Management, 20, 195-205.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19, 533-546.
Cable, D.M., & Judge, T. A.(1995). The role of person-organization fit in organizational selection decisions. Paper presented at the Annual Meetings of the Academy of Management, Vancouver, BC.
Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67,294-311.
Cable, D. M., & Judge, T. A. (1997).Interviewers’perceptions of person- organization fit and organizational selection decisions. Journal of Applied Psychology,82, 546-561.
Cable, D.M., & Derue,D. S.（2002）.The convergent and discriminant validity of subject fit perceptions. Journal of Applied Psychology,87, 875-884.
Caldwell, D. F., & O'Reilly, C. A. III. (1990).Measuring person-job fit with a profile comparison process. Journal of Applied Psychology, 75, 648-657.
Chad, W. A., ＆ Anthony R.. W.（2005）Post-hire Human Resource Management Practices and Person-organization Fit: A Study of Blue-collar Employees. Journal of Managerial Issues, 17（1）,58-75.
Chatman, J. A. (1989) Improving interactional organizational research: A model of person-organization fit.Academy of Management Review,14, 333-349.
Chatman, J. A.（1991）.Matching people and organizations: Selection and socialization in public accounting firms, Administrative Science Quarterly, 36,459-484.
Comer, D. R. (1991). Organizational newcomers' acquisition of information from peers. Management Communication Quarterly, 5, 64-89.
Crant J. M.（1995）The Proactive Personality Scale and Objective Job Performance Among Real Estate Agents. Journal of Applied Psychology , 80（4）, 532-537.
Daniel, M. C., & Charles K. P.（2001）Socialization tactics and Person-organization fit. Personnel Psychology, 54,1-23.
Daniel, M.. C., ＆ Edwards J. R.. (2004).Complementary and Supplementary Fit: A Theoretical and Empirical Integration. Journal of Applied Psychology by the American Psychological Association,89(5),822–834.
Deal, T., & Kennedy, A. (1982). Corporate cultures. Reading, MA: Addison-Wesley.
Edwards, JR., ＆ Parry M.E. (1993). On the use of polynomial regression equations as an alternative to difference scores in organizational research. Academy of Management Journal ,36,1577-1613.
Edwards, JR. (1991). Person-job fit: A conceptual integration, literature review and methodological critique. International Review of Industrial/Organizational Psychology, 6,283-357.
Edwards, JR. (1993). Problems with the use of profile similarity indices in the study of congruence in organizational research. Personal Psychology, 46, 641-665.
Edwards, JR. (1994). The study of congruence in organizational behavior research: Critique and a proposed alternative. Organizational Behavior and Human Decision Processes, 58,51-100.
Emmons, R. A., Diener E., ＆ Randy J. Larsen（1986）.Choice and avoidance of everyday situations and affect congruence: Two models of reciprocal interactionism. Journal of Personality and Social Psychology, 4, 815-826.
Falcione, R. L., & Wilson, C. E. (1988). Socialization processes in organizations. In G. M. Goldhaber & G. A. Barnett (Eds.), Handbook of organizational communication (pp. 151-169). Norwood, NJ: Ablex.
Feldman, D. C. （1976）. A contingency theory of socialization. Administrative Science Quarterly, 21, 433-452.
Feldman, D. C. （1981）. The multiple socialization of organization members. Academy of Management Review, 6, 309-319.
Feldman, D. C., & Brett, J. M. (1983). Coping with new jobs: A comparative study of new hires and job changers. Academy of Management Journal, 26, 258-272.
Fisher, C. D.（1986）. Organizational socialization: An integrative review. Research in Personnel and Human Resource Management Review, 4, 101-145.
French, J. J. & Rogers W. C.. (1974). Adjustment as person-environment fit. In Coelho GV, Hamburg DA, Adams JE (Eds.), Coping and adaptation. (pp. 316-333) ，New York: Basic Books.
Graen, G., Orris, J. B., & Johnson, T. W. (1973). Role assimilation processes in a complex organization. Journal of Vocational Behavior, 3, 395-420.
Hackman, J. & Oldham, G. (1980).Work Redesign Reading. MA: Addision-Wesley.
Harris, S. G., & Mossholder, K. W. (1996). The Affective Implications of Perceived Congruence with Culture Dimensions during Organizational Transformation.Journal of Management, 22, 527-547.
Hofstede,G., (1991) Culture and Organization:software of the mind. London McGraw-Hill.
Holland, J. L.(1973). Making ocvat ional choices: A theory of careers. Englewood Cliffs, NJ: Prentice Hall.
Crant J. M.（1995）. The Proactive Personality Scale and Objective Job Performance Among Real Estate Agents. Journal of Applied Psychology, 80（4）, 532-537.
Jablin, F. M. (1984). Assimilating new members into organizations. In R. Bostrom (Ed.), Communication yearbook 8 (pp. 594-626). Beverly Hills: Sage.
Johnson, T. W., & Graen, G. (1973). Organizational assimilation and role rejection. Organizational Behavior and Human Performance, 10, 72-87.
Jones, G. R. (1986). Socialization tactics, self-efficacy and newcomers' adjustment to the organization. Academy of Management Journal, 2, 262–279.
Joyce, W. and Slocum, J (1984).Collection climate: Agreement as a basis for defining aggregate climates in organization. Academy of Management Journal,27, 721-742.
Katz, D. & Kahn, R. L. (1978).The social Psychology of Organizations .New York: Wiley.
Katz, R. (1980).Time and work: Toward an integrative perspective. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior (Vol. 2, pp. 81-127). Greenwich, CT: JAI Press.
Katz, R. （1985）.Organizational stress and early socialization experiences. In T. Beehr & R. Bhagat(Eds.), Human stress and cognition in organizations: A integrative perspective, 117-139.
Kim Tae-Yeol , Daniel C. M. & Kim Sang-Pyo（2005）.Socialization Tactics, Employee Proactivity, and Person–Organization Fit .Journal of Applied Psychology, 90（2）,232–241.
Kristof, A. L.（1996）.Person-organization fit: An integrative review of it's conceptualizations, measurement, and implications, Personnel Psychology, 49, 1-49.
Lanzetta, J. T. (1971).The motivational properties of uncertainty. In H. I. Day, D. E. Berlyne, & D. E. Hunt (Eds.), Intrinsic motivation: A new direction in education (pp. 134-147). New York: Holt, Rinehart & Winston.
Lazarus, R. S. (1966).Psychological stress and the coping process. New York: McGraw-Hill.
Louis, M. R.. (1980). Surprise and sense-making: What newcomers experience in entering unfamiliar organizational settings.Administrative Science Quarterly, 25, 226-251.
Louis, M. R. (1990).Newcomers as lay ethnographers: Acculturation during socialization. In B. Schneider (Ed.), Organizational climates and cultures (pp. 85-129). San Francisco: Jossey-Bass.
Meglino, B. M., Ravlin, E. C. & Adkins, C. L.（1989）.A Work Values Approach to Corporate Culture: A Field Test of the Value Congruence Process and Its Relationship to Individual Outcomes. Journal of Applied Psychology, 77, 424-432.
Meglino, B. M., Ravlin, E. C., & C. L. Adkins, （1989）. A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74, 424-432.
Meyer, J. P., Stanley D. J. ＆ Herscovitch L. （2002）. Affective, Continuance, and Normative Commitment to the Organization：A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior 61,20-52.
Miller, E. W., & Jablin, F. M.(1991).Information seeking during organizational entry:Influence, tactics, and a model of the process. Academy of Management Review,16(1), 92-120.
Miller, V. D., & Jablin, F. M. (1991).Information seeking during organizational entry: Influences, tactics, and a model of the process. Academy of Management Review, 16, 92–120.
Morrison, E. W. (1993a).Longitudinal study of the effects of information seeking on newcomer socialization. Journal of Applied Psychology, 78, 173-183.
Morrison, E. W. (1993b).Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36, 557-589.
O'Reilly, C., Chatman, J., & Caldwell, D. F. (1991).People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487–516.
Organ, D. W. （1988）.Organizational citizenship behavior: The good soldier syndrome. MA: Lexington Books. person-organization fit. Academy of Management Review, 14, 333-349.
Ostroff, C., & Kozlowski, S. W. J. (1992).Organizational socialization as a learning process: The role of information acquisition. Personnel Psychology, 45, 849–874.
Ott, J. S. (1989).The organizational culture perspective. Chicago：Dorsey Press. Rousseau, D. (1990). Normative beliefs in fund-raising organizations： Linking culture to organizational performance and individual responses. Group and Organization Studies, 15(4), 448-460.
Pervin, L. A.., and Donald, B. R. （1967）.Student dissatisfaction with college and the college dropout：A transactional approach. Journal of Social Psychology, 72, 285-295.
Posner, B.Z., Kouzes J.M. ＆ Schmidt W.H. (1985).Shared values make a difference: An empirical test of corporate culture. Human Resource Management, 24, 293-309
Reichers, A.. E. （1987）.An interactionist perspective on newcomer socialization rates. Academy of Management Review, 12, 278-287.
Richard G. N.,James S. B.,Daryl O. M. & Robert M,（1997）.An investigation into the antecedents of organizational citizenship behaviors in a personal selling context, Journal of Marking ,61, 85-98.
Rokeach, M.（1973）.The Nature of Human Values. NY： Free Press.
Rousseau, D (1990).Normative belifes in fund-raising organization：Linkimg culture to organizational performance and individual responses. Group and organization studies, 15（4）, 448-460.
Salancik, GR, Pfeffer J. (1977).An examination of need-satisfaction models of job attitudes. Administrative Science Quarterly, 22, 427-456.
Schein, E. H. (1968). Organizational socialization and the professional management. Industrial Management Review, 9, 1-16.
Schein, E. H. (1985).Organizational culture and leadership. San Francisco： Jossey-Bass.
Schneider, B.(1987).The people make the place. Personnel Psychology, 40, 437-453.
Tae-Yeol Kim , Daniel M. C. & Sang-Pyo Kim（2005）.Socialization Tactics, Employee Proactivity, and Person–Organization Fit. Journal of Applied Psychology,90（2）, 232–241.
Tajfel, H. （1982）. Social identity and inter-group behavior. Cambridge： Cambridge University Press.
Taylor, S. E., & Brown, J. D. (1988). Illusion and well-being： A social psychological perspective on mental health. Psychological Bulletin, 103, 193-210.
Terborg, J. R.(1981). Interactional psychology and research on human behavior in organizations. Academy of Management Review, 6, 569-576.
Thomas S. B., & Michael G. J. (1993). The proactive component of organizational behavior：A measure and correlates . Journal organizational behavior, 14, 103-118.
Tsui, A., & O'Reilly Ⅲ C.A.(1989).Beyond simple demographic effects：The importance of relational demography in superior-subordinate dyads. Academy of Management Journal,32（2）,402-423.
Taris, R., & Feij, J. A.（2000）.Longitudinal examination of the relationship between supplies-values fit and work outcome.Paper presented at the 15th annual conference of the of the Society for Industrial and Organization Psychology, New Orleans, LA.
Turban, D. B., & Jones, A. P. (1998）.Superisor-subordinate similarity:Types, effect, and mechanisms. Journal of Applied Psychology,73, 228-234.
Van Maanen, J. (1975). Police socialization： A longitudinal examination of job attitudes in an urban police department. Administrative Science Quarterly, 20, 207-228.
Van Maanen, J. (1976). Breaking in： Socialization to work. In R. Dubin (Ed.), Handbook of work, organization and society (pp. 67-130). Chicago： Rand McNally.
Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), Research for organizational behavior (Vol.1, pp. 209–264). Greenwich, CT： JAI Press.
Wanberg, C. R. & Kammeyer-Mueller, J. D.（2000）.Predictors and Outcomes of Proactivity in the Socialization Process. Journal of Applied Psychology, 85(3), 373–385.
Wanous, J. P. (1980). Organizational entry： Recruitment, selection, and socialization of newcomers. Reading, MA：Addison-Wesley.
Weiss, H. & Adler, S.(1984).Personality and organizational behavior. Research in organizational behavior ,4, 1-50.Greenwich, CT：JAI Press.
White, R. W. (1974). Strategies for adaptation： An attempt at systematic description. In G. V. Coelho, D. A. Hamburg, & J. E. Adams (Eds.), Coping and adaptation (pp. 47-68). New York： Basic Books.
Wiener, Y. (1988). Forms of value systems：a focus on organizational effectiveness and cultural change and maintenance. Academy of Management Review, 13(4), 534-545.