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研究生:邱博賢
研究生(外文):CHIU, PO-HSIEN
論文名稱:個人與組織、職務契合度對脈絡績效之影響:以組織依附為中介變項
論文名稱(外文):The Influences of Person–Organization Fit and Person–Job Fit on Contextual Performance: The Mediating Effect of Organizational Attachment
指導教授:朱國光朱國光引用關係
指導教授(外文):CHU, KUO-KUANG
口試委員:曹勝雄劉修祥何黎明李奇樺
口試委員(外文):Tsaur, Sheng-HshiungLIU,HSIOU-HSIANGHO, LI-MINGLI,CHI-HUA
口試日期:2018-07-20
學位類別:博士
校院名稱:國立高雄第一科技大學
系所名稱:管理學院博士班
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
論文出版年:2018
畢業學年度:106
語文別:中文
論文頁數:101
中文關鍵詞:個人-組織契合度個人-職務契合度組織依附脈絡績效
外文關鍵詞:person-organization fitperson-job fitcontextual performanceorganizational attachment
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本研究旨在驗證及建構個人-組織與個人-職務之契合度、組織依附與脈絡績效之研究假設及結構模式,過去較少研究將組織依附視為中介角色,用以說明其重要性及中介的影響效果。因此透過文獻整理並回顧相關契合度、組織依附與脈絡績效的定義及其相互影響關係,其次設計結構式問卷,測量題項均參考自國內外相關研究所發展出的構面題目,針對受雇於台灣國內旅宿業在職員工,以滾雪球方式抽樣對象,問卷採人員與網路問卷兩種調查方式,回收計258份有效樣本。
本次採用問卷調查之實證分析方式,統計分析主要應用偏最小平方法驗證迴歸結構模式,研究結果顯示:(1)「個人-組織與職務之契合度、組織依附與脈絡績效之結構模式」整體模型配適度指標均達配適良好,且信、效度皆達可接受水準以上;(2)個人-職務對個人-組織契合度有正向且顯著影響、個人職務及組織之契合度均會正向且顯著影響組織依附,其中情感價值對於組織依附有正向且顯著影響;(3)透過總體效果影響發現,組織依附對個人-職務契合度而言,具部分中介的角色、對個人-組織契合度則扮演完全中介的角色;(4)整體結構模式來看,僅個人-組織契合度對於脈絡績效的直接效果未達顯著水準,而個人-職務契合度會正向且顯著影響脈絡績效效果最大。最後,依據研究結論提出在組織人力管理及實務操作策略面上,供企業如何有效降低高離職率及留任優秀員工的策略方法。
The purpose of this study is to verify and construct hypotheses and structural model with person-organization fit, person-job fit, organizational attachment and contextual performance. In the past studies, organizational attachment was seldom considered to play a mediating role, and thus its importance and mediating effect were not illustrated. The literature review discussed the definitions of fit, organizational attachment and contextual performance and their mutual effect are reviewed.
The structured questionnaire was designed and questions are all based on the dimension developed by relevant research institutes at domestic and foreign research. The survey was directed at the employees from Taiwan’s lodging industry. The snowball sampling method was used. Two methods of interview and online survey were used. A total of 258 valid samples were collected.
The statistical analysis software SPSS and PLS(Partial Least Squares)are used to analyze the outcome of the questionnaire. The results showed that: (1) The test of model and the analysis of path results show that a good mode fit is obtained with deletion of acting and relating dimension: reliability and validity of the structure model of "person-organization fit, person-job fit, organizational attachment and contextual performance " reach acceptable level; (2) person-job fit has a positive and significant effect on person-organization fit; both person-job fit and person-organization fit have positive and significant effect on organizational attachment; affective value has positive and significant effect dependence on organizational attachment; (3) on the basis of the overall effect, it has been found organizational attachment plays a partial mediating role in person-job fit but an integral mediating role in person-organization fit; and (4) according to the overall structural model, the direct effect of person-organization fit on contextual performance is not significant, while positive and significant effect of the person-job fit on contextual performance is the greatest. Finally, according to the study conclusions, strategies and methods can be provided for enterprises to reduce the high turnover rate and retain outstanding employees in terms of organizational manpower management and practical operation.
目 錄
中文摘要 ………………………………………………………………i
英文摘要 ………………………………………………………………ii
誌 謝 ………………………………………………………………iv
目 錄 ………………………………………………………………vi
表 目 錄 ………………………………………………………………vii
圖 目 錄 ………………………………………………………………viii
第一章 緒論…………………………………………………………1
第一節 研究背景與動機……………………………………………1
第二節 研究目的……………………………………………………3
第三節 研究流程……………………………………………………4
第二章 文獻探討……………………………………………………6
第一節 契合度之概念與類型………………………………………6
第二節 個人-組織契合度…………………………………………10
第三節 個人-職務契合度…………………………………………17
第四節 組織依附……………………………………………………20
第五節 脈絡績效……………………………………………………27
第三章 研究方法……………………………………………………32
第一節 研究架構……………………………………………………32
第二節 研究變數操作型定義………………………………………33
第三節 研究假設……………………………………………………37
第四節 問卷設計……………………………………………………43
第五節 資料蒐集與抽樣……………………………………………45
第六節 統計分析方法………………………………………………46
第四章 實證結果與分析……………………………………………49
第一節 前測問卷分析………………………………………………49
第二節 正式樣本描述性統計分析…………………………………50
第三節 正式問卷信效度分析………………………………………57
第四節 研究模式與研究假說檢定…………………………………61
第五章 結論與建議…………………………………………………69
第一節 研究結論……………………………………………………69
第二節 理論與實務意涵……………………………………………70
參考文獻………………………………………………………………77
附錄:正式問卷………………………………………………………87

表 目 錄
表3-1 個人-組織契合度之操作型定義……………………………34
表3-2 個人-職務契合度之操作型定義……………………………35
表3-3 組織依附之操作型定義………………………………………36
表3-4 脈絡績效之操作型定義………………………………………36
表3-5 研究構念與問卷衡量題項及參考來源………………………43
表3-6 Cronbach α係數之可信程度……………………………… 47
表4-1 前測問卷信度分析結果………………………………………49
表4-2 旅宿從業人員人口統計資料描述性分析……………………51
表4-3 個人與組織、職務契合度構面題項描述性分析……………53
表4-4 組織依附構面題項描述性分析………………………………55
表4-5 脈絡績效構面題項描述性分析………………………………56
表4-6 正式問卷Cronbach’s α信度分析…………………………58
表4-7 測量模式之信度、區別效度衡量指標值表…………………60
表4-8 測量模式潛在變項之信效度指標值…………………………63
表4-9 各構面之區別效度……………………………………………64
表4-10模式結構/內模式構面間之直接與間接效果檢驗結果…… 67
表5-1 各構面認同度評價結果彙整表………………………………69
表5-2 研究假設與檢定結果…………………………………………70

圖 目 錄
圖1-1 研究流程圖…………………………………………………………5
圖2-1 個人-環境契合度延伸不同契合度概念之關聯圖………………9
圖2-2 個人-組織價值觀契合模式………………………………………12
圖2-3 個人-組織契合度的各種面向比較關係…………………………15
圖2-4 依附的特徵…………………………………………………………21
圖2-5 自利效用模式………………………………………………………25
圖2-6 信號傳遞模式………………………………………………………26
圖3-1 研究概念性架構圖…………………………………………………32
圖4-1 結構模式潛在變項對觀察變項參數估計與徑路圖………………68


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