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研究生:黃鈴雅
研究生(外文):HUANG, LING-YA
論文名稱:個人與組織工作價值觀適配度對工作滿意度、離職意願與推薦意願之影響:以國軍為例
論文名稱(外文):A Study on the Relationships between Person-organization Values Fit and Job Satisfaction, Intention to Leave and Referral Willingness:Taking the National Army as an Example
指導教授:賴姿伶賴姿伶引用關係
指導教授(外文):LAI,TZU-LING
口試委員:許金田王榮春
口試委員(外文):HSU,CHIN-TIENWANG,JUNG-CHUEN
口試日期:2018-06-30
學位類別:碩士
校院名稱:銘傳大學
系所名稱:諮商與工商心理學系碩士在職專班
學門:社會及行為科學學門
學類:心理學類
論文種類:學術論文
論文出版年:2018
畢業學年度:106
語文別:中文
論文頁數:41
中文關鍵詞:工作滿意度工作價值觀個人-組織適配度推薦意願離職意願
外文關鍵詞:Job SatisfactionPerson-organization FitReferral WillingnessTurnover IntentionWork Value
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本研究旨在瞭解個人與組織工作價值觀適配度對工作滿意度、離職意願與推薦意願之相關研究,從現役軍人的角度探討國軍人員工作價值觀與軍隊組織的適配程度對個人工作滿意度的影響,進而影響個人離職意願及推薦他人之意願。
本研究收集資料之工具為問卷調查法,研究對象為現役軍人,問卷共含三大部分,分別為「個人與組織工作價值觀適配度」、「工作滿意度、離職意願、推薦意願」及「基本資料」,共回收200份有效問卷,經分析結果發現:一、個人與組織工作價值觀適配度越高,其工作滿意度越高;二、個人與組織工作價值觀適配度越高,其離職意願越低;三、個人與組織工作價值觀適配度越高,其推薦意願越高。
The aim of this study is to determine the correlation between the individual–organizational value fit, career satisfaction, turnover intention, and the willingness of recommendation. Investigating how work value of the national military personnel and the military-organization fit influence to the individuals’ career satisfaction and further affecting the individuals’ turnover intention and the willingness of recommendation from the perspective of the active duty soldiers.
A questionnaire survey approach was employed and the data were collected from the active duty soldier respondents. Whereas the questionnaire has consisted of three main parts: 1) individual–organizational value fit; 2) career satisfaction, turnover intention, and the willingness of recommendation; 3) personal information.
Besides, a total of 200 valid questionnaires were collected and the results of this study revealed that: 1) The higher the individual–organizational value fit is, the higher the career satisfaction;2) the higher the individual–organizational value fit is, the lower the turnover intention; 3) The higher the individual–organizational value fit is, the higher the willingness to recommend.

目錄
壹、緒論………………………………………………………………………..1
一、 研究背景與動機…………………………………………………………1
二、 研究目的…………………………………………………………………1

貳、文獻探討………………………………………………………………….3
一、 個人-組織適配性…………………………………………………………3
二、 工作價值觀……………………………………………………………….5
三、 工作滿意度……………………………………………………………….9
四、 離職意願…………………………………………………………………11
五、 推薦意願…………………………………………………………………12
六、 個人-組織適配度、工作滿意度、離職意願及推薦意願之相關………13

參、研究方法…………………………………………………………………15
一、 研究架構…………………………………………………………………15
二、 研究假設…………………………………………………………………15
三、 研究對象…………………………………………………………………15
四、 研究程序…………………………………………………………………16
五、 研究工具…………………………………………………………………16
六、 資料分析…………………………………………………………………19

肆、研究結果…………………………………………………………………20
一、 樣本基本分佈……………………………………………………………20
二、 敘述統計及各變項間之相關分析………………………………………22
三、 假說驗證…………………………………………………………………25

伍、結論與建議………………………………………………………………26
一、 結論………………………………………………………………………26
二、 建議………………………………………………………………………27

參考文獻………………………………………………………………………..30
附錄1……………………………………………………………………………33

表目錄
表一 工作價值觀的構面………………………………………………………6
表二 樣本分佈描述統計………………………………………………………20
表三 相關係數表………………………………………………………………24
表四 個人與組織工作價值觀適配度、工作滿意度、離職意願與推薦意願
分析結果…………………………………………………………………25
表五 研究假設結果摘要表……………………………………………………26

圖目錄
圖一 個人組織契合度觀點……………………………………………………4
圖二 研究架構圖………………………………………………………………15

中文部分
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