臺灣博碩士論文加值系統

在二十一世紀的今天，高科技產業的產品生命週期短、產業快速變化且不穩定，管理者無不期盼員工具有「前瞻性行為」，以便提高適應環境能力，增進競爭優勢。有鑑於此，本研究係以台灣高科技產業的從業人員為研究對象；主要目的在探討：個人彈性特質、組織承諾、個人組織契合度對「前瞻性行為」的影響。
本研究共有效回收問卷202份，經信效度檢定、相關分析、變異數分析、集群分析、區別分析、及結構化方程式分析以驗證本研究之假設。
　　研究發現：1.個人彈性特質、組織承諾、個人組織契合度對前瞻性行為，均具有顯著正相關； 2.個人彈性特質、組織承諾，對前瞻性行為的影響，在統計上具有預測力；3.組織承諾與個人組織契合度，對個人彈性特質與前瞻性行為具有中介效果，並可從迴歸分析與結構化方程式分析獲得驗證。
本研究重要貢獻：本研究對全體樣本，採用集群分析與區別分析後，具有98％之區別率，去正確區分出「高度前瞻性行為」的員工及「中度前瞻性行為」的員工。再以迴歸模式分析進行比較後發現：「中度前瞻性行為」的員工，雖然個人彈性特質較低，卻比「高度前瞻性行為」的員工，受中介變數（組織承諾、個人與組織契合度）的影響程度較高。顯然，管理當局如能透過管理措施，去加強上述中介變數的運作，個人彈性特質較低的員工，會獲得前瞻性行為較高的進步空間，從而讓所有員工的「前瞻性行為」獲得全面性提升。

During the 21st century, facing the new age of variety from minute to minute, employee needs to own the ability of grasping opportunities and adapting the new environment. In particular, because product life cycle of industry is short and the environment varies fast and uncertainly in high- technology industry, the business need talents with high flexible traits and hope them produce proactive behavior, which can enhance organizational effectiveness, by having commitment to and high fit for their own organizations.
High technology industry in Taiwan will be discussed in this study with a focus on the impact of flexible traits, organization commitment, and person- organization fit on proactive behavior. This data was collected from responses working in high- technology in Taiwan by mail; also, research hypothesis will be verified by statistical analysis.
Results indicate: 1.Flexible traits, organization commitment, and person- organization fit are positively related to proactive behavior. 2. Strong relations are predicated of proactive behavior with flexible traits and organization commitment. 3.Organization commitment and person- organization fit mediates the relationship between flexible traits and proactive behavior, and have verified by cluster analysis and structural equation model.
The contribution of this study: After cluster analysis and discrimination analysis, we divide the whole sample into two groups- the people with high proactive behavior and those people with moderate proactive behaviors, and the hit- ratio is 98%. Furthermore, after regression analysis, we can find out that although the flexible traits of the people with moderate proactive behaviors is lower than this of those people with high proactive behavior, they will be affected by the mediator- organization commitment and person- organization fit more than the people with high proactive behavior. Obviously, it shows that if top managers can enhance the effect of the above mediator through management, the employee with lower flexible traits will produce more proactive behavior. Therefore, all of the employee will be more devoted to produce proactive behavior.

第一章 緒論.................................1
第一節 研究背景.............................1
第二節 研究動機.............................2
第三節 研究目的.............................3
第四節 研究流程.............................3
第二章 文獻探討.............................6
第一節 高科技產業...........................6
第二節 個人彈性特質........................11
第三節 個人與組織契合度....................16
第四節 組織承諾............................20
第五節 前瞻性行為..........................22
第六節 假設的建立..........................26
第三章 研究方法............................30
第一節 研究架構............................30
第二節 研究工具............................31
第三節 資料分析方法........................39
第四節 研究對象與樣本特性分析..............39
第五節 問卷信效度分析......................43
第四章 實證資料分析........................52
第一節 信度分析............................52
第二節 相關分析............................53
第三節 集群分析與區別分析..................54
第四節 迴歸分析............................57
第五節 結構方程式..........................63
第五章 結論與建議..........................67
第一節 結論................................67
第二節 在管理上的意涵......................69
第三節 本研究之貢獻........................69
第四節 研究建議............................70
參考文獻...................................72
一.中文部份................................72
二.英文部份................................74
附錄一：前測問卷...........................80
附錄二：問卷調查...........................85

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