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研究生:林芳伊
研究生(外文):Fang-Yi Lin
論文名稱:個人與工作契合度和個人與組織契合度對幸福感之影響-以新人輔導為干擾變數
論文名稱(外文):The Effect of Person-Job Fit and Person- Organization Fit on Well-Being-Investigating the Moderating effect of New Employees’ Programs
指導教授:王精文王精文引用關係
學位類別:碩士
校院名稱:國立中興大學
系所名稱:企業管理學系所
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
畢業學年度:97
語文別:中文
論文頁數:83
中文關鍵詞:新人輔導契合度幸福感新進員工
外文關鍵詞:new employees’ programfitwell-beingnew employee
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新人的高離職率,一直是企業普遍存在的重要議題,為了讓新進員工能夠融入公司,公司會對新人採取一些社會化措施,包含師徒制或是導引訓練等,但是新人接受公司的相關輔導措施後會不會去增加新人對於工作或是組織的配適,進而增加幸福感?因此本研究的目的為探討新人個人與工作契合度和個人與組織契合度對於幸福感之影響,再者,去了解新人輔導程度對於新進員工契合度和幸福感之間是否會有干擾效果。
本研究第一階段先對六家公司進行訪談,了解企業目前對於新人的協助方案內容,第二階段再以問卷調查法,對新進員工進行施測。研究結果發現:(1)新人的個人與工作契合度對工作滿意度、生活滿意度、生理健康與心理健康都具有顯著的正面影響。對離職傾向不具有負面影響。新人的個人與組織契合度對工作滿意度具有正面影響,且對離職傾向具有負面影響。但對生活滿意度、生理健康和心理健康不具有正面影響。(2)新人輔導中的職涯輔導對於個人與工作契合度和生活滿意度具干擾效果;新人輔導中的角色輔導對於個人與工作契合度與身心健康間,皆具有干擾效果。其他的新人輔導則不具有干擾效果。
經由本研究發現,契合度可能會去影響員工的幸福感,並且新人輔導對新進員工的契合度和幸福感間有著干擾效果,顯示公司透過採取一些社會化措施,能夠增加員工的契合度,進而提升員工的幸福感。提供給實務界人資人員對新進員工進行社會化的一些參考依據以及後續相關研究之參考。
High turnover rate of new employees is the important issue for companies. To make new employees adapt to the company’s culture, they often use some programs for new employees, like the mentoring, the orientation and so on. However, can new employees increase fitting the job or the organization and then enhancing well-being if they accept the company policy which offering some new employees programs? Therefore, the purpose of this study is to understand the effect of person-job fit and person-organization fit on well-being, and then to investigate the moderating effect of new employees’ programs on person-job fit, person-organization fit and well-being.

The first stage of the study is to interview with six companies, and understanding their new employees’ programs, and the second stage is to let new employees fill out questionnaires. Two results are found through the study: (1) The result of person-job fit has positive impact on job satisfaction, life satisfaction, physical health, and psychological health. While it doesn’t have significantly negative impact on turnover intention. Person-organization fit has positive impact on job satisfaction but negative impact on turnover intention. However, it doesn’t have significantly positive impact on life satisfaction, physical health, and psychological health. (2) Coaching function guidance and assistance of new employees’ programs has the moderating effect between person-job fit and life satisfaction. Furthermore, role modeling function guidance and assistance of new employees’ programs has the moderating effect on person-job fit, physical health, and psychological health.Other new employees’ programs do not.

Through the result of the study, person-job fit and person - organization fit may affect new employees’ well-being, and new employees’ programs have the moderating effect on fit and well-being. These results can let company understand use some programs of socialization to improve the relationship between new employees’ fit and well-being. The results of the study can offer some reference resources to human resource management personnel and following studies in the future.
目次
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 幸福感 4
第二節 契合度與幸福感 6
第三節 社會化 13
第四節 新人訓練與師徒制 16
第五節 契合度、整合的新人輔導與幸福感之關係 20
第三章 研究設計 23
第一節 研究架構 23
第二節 研究方法與研究對象 23
第三節 企業訪談過程與結果 24
第四節 研究變數衡量工具 30
第五節 統計分析方法 32
第六節 問卷信、效度分析 32
第四章 研究結果 37
第一節 樣本描述與研究變數分析 37
第二節 樣本基本資料對研究變項之差異分析 40
第三節 契合度、師徒功能與幸福感之相關分析 44
第四節 契合度、新人輔導與幸福感間之關係 46
第五節 整合新人輔導制度與師徒功能之干擾效果 56
第六節 小結 62
第五章 結論與建議 64
第一節 研究結論 64
第二節 研究貢獻與建議 67
第三節 研究限制與未來研究方向建議 69
參考文獻 70
附錄 問卷內容 80
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