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研究生:蔡英伶
研究生(外文):Tsai, Ying-Ling
論文名稱:個人-組織契合度對工作績效之影響-以職場關係品質為調節變項
論文名稱(外文):The Influence of Person-Organization Fit on Job Performance - Organizational Relationship Quality as a Moderator
指導教授:黃培文黃培文引用關係
學位類別:碩士
校院名稱:南台科技大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:124
中文關鍵詞:個人-組織契合度職場關係品質工作績效
外文關鍵詞:person-organization fitorganization relationship qualityjob performance
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當員工和組織之文化價值觀越一致時,便會對組織產生認同感,間接地提昇工作績效。然而員工在組織中的行為和態度,除了受到個人與組織契合度影響之外,也可能受到人與人之間的互動關係之影響。本研究旨在探討個人-組織契合度對工作績效之影響,並以職場關係品質探討其調節效果。本研究以台北縣市、高雄市、桃園縣、台中市之5大縣市服務業全職人員作為研究對象,共發出400 份員工問卷與40份主管問卷,扣除無效問卷後,實際回收有效樣本為348份員工問卷與38份主管問卷,有效回收率員工問卷為87%、主管問卷為95%。本研究透過統計資料分析加以探討目前服務業員工之背景現況,並進一步對個人-組織契合度、職場關係品質與工作績效之相關性研究加以討論。研究結果顯示:
1.個人-組織契合度越高,工作績效越高。
2.職場關係品質越高,工作績效越高。
3.高關係品質者比低關係品質者,其個人-組織契合度對工作績效有較大的正向影響力。

關鍵字:個人-組織契合度、職場關係品質、工作績效
Key factors that impact job performance include members’ behaviors, attitudes, interactions between members, the consensus between members’ values and the organization culture. Generally, the higher level of consensus, the better job performance, because it also means the worker recognize this organization. However, past studies seldom focused on whether organization relationship quality played a moderating role on the relationship between Person-Organization Fit and Job Performance. This study finds the reasons behind inconsistent results in past studies. Therefore, this study takes organization relationship quality as a mediator to explore the relationship between job performance and personal-organization fit. Selected by convenient sampling from full-time workers in the north, the midland, and the southern part of Taiwan, including Taipei City and county, Taoyuan County, Taichung city , and Kaohsiung City, there were 440 questionnaires distributed, including 400 to workers and 40 to the management level. Of all the distributed questionnaires, there was 376 completed (348 from workers and 48 from the management), indicating the high valid rate (87% and 95%). The purpose of this study is to investigate current background situations for the service industry and further examines the relationship between Person-Organization Fit on Job Performance and to use organization relationship quality as a mediator. Based on results of statistical analysis, findings are as follows:
The study result reveals:
1. There is a positive relationship between person-organization fit and job performance.
2. There is a positive relationship between organization relationship quality and job performance.
3. There is a positive relationship between the level of organization relationship quality and personal-organization fit. Generally, the higher the organization relationship quality, the higher the personal-organization fit. In a short, the organization relationship quality plays a mediating role between the personal-organization fit and job performance.

Key words: person-organization fit, organization relationship quality, job performance
摘要 i
ABSTRACT ii
謝誌 iv
目次 v
表目次 vii
圖目次 ix
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 9
第一節 個人-組織契合度 9
第二節 職場關係品質 18
第三節 工作績效 24
第四節 服務業 37
第三章 研究方法 41
第一節 研究架構 41
第二節 研究假設 42
第三節 研究對象 44
第四節 變數與測量工具 46
第五節 預試問卷實施結果分析 49
第六節 資料處理與統計分析方法 51
第四章 研究結果分析 53
第一節 研究樣本之描述分析 53
第二節 個人-組織契合度、職場關係品質與工作績效之相關分析 58
第三節 個人-組織契合度、職場關係品質與工作績效之迴歸分析 61
第四節 假設驗證結果 77
第五章 結論與建議 78
第一節 結論 78
第二節 建議 81
第三節 研究限制 83
參考文獻 84
附錄一 專家問卷 97
附錄二 主管問卷 106
附錄三 員工問卷 108
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