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研究生:武家騮
研究生(外文):WU, chia-liu
論文名稱:人格特質、個人與工作適配、個人與組織適配對績效的影響
論文名稱(外文):Relationships between personality, person-job fit and person-organization fit
指導教授:董玉娟董玉娟引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:73
中文關鍵詞:人格特質個人與工作適配個人與組織適配績效
外文關鍵詞:personalityperson-job fitperson-organization fitperformance
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摘要
人格五大特質與工作績效關係的研究,已證實勤勉性人格特質與工作績效有顯著相關,而近年來,個人-工作適配及個人-組織適配的研究議題,已受到學者們的重視,本研究以人格特質作為調節變項,探討個人工作適配、個人組織適配與個人工作績效之間的關係。

本研究以219個員工為樣本,作迴歸分析結果顯示:
(1)外向性對需求-供給適配呈負向調節關係,(2)親和性對需求-供給適配呈正向調節關係;(3)而親和性對要求-能力適配呈負向調節關係,(4)勤勉開放性對要求-能力適配呈正向調節關係。(5)外向性對一般性組織適配呈負向調節關係。


關鍵詞:人格特質、個人與工作適配、個人與組織適配、績效
Abstract
Many studies of Five-factor model of personality had confirmed the positive relationship between Conscientiousness and performance. In recent years, management scholars have extensively examined the concept of person-job fit(P-J fit) and person-organization fit(P-O fit). The purpose of this research was to explore the moderator effects of personality on the relationship between P-J fit, P-O fit and performance.

This research using a sample of 219 employees, the results from regression analyses indicate that:
(1)Extraversion negatively moderates the relationship between Need-Supply fit and performance.
(2)Agreeableness positively moderates the relationship between Need-Supply fit and performance.
(3) Agreeableness negatively moderates the relationship between Demands-Ability fit and performance.
(4) Conscientiousness-Openness positively moderates the relationship between Demands-Ability fit and performance.
(5) Extraversion negatively moderates the relationship between general P-O fit and performance.

Keywords: personality, person-job fit, person-organization fit, performance,
目 錄
摘要------------------------------------------------------------------------------------------------------- II
目錄-------------------------------------------------------------------------------------------------------III
表目錄----------------------------------------------------------------------------------------------------IV
圖目錄----------------------------------------------------------------------------------------------------V
第一章 緒論----------------------------------------------------------------------------------- 1
第一節 研究動機------------------------------------------------------------------------- 1
第二節 研究目的------------------------------------------------------------------------- 2
第二章 文獻探討------------------------------------------------------------------------------ 3
第一節 工作績效------------------------------------------------------------------------- 3
第二節 人格特質------------------------------------------------------------------------- 7
第三節 個人與工作適配程度----------------------------------------------------------22
第四節 個人與組織適配程度----------------------------------------------------------26
第五節 個人與工作適配程度與個人組織適配程度之關係----------------------28
第六節 人格特質、個人與工作適配程度、個人與組織適配程度與工作績效之關係-----------------------------------------------------------------------32
第三章 研究方法------------------------------------------------------------------------------39
第一節 研究架構-------------------------------------------------------------------------39
第二節 研究對象與施測過程----------------------------------------------------------40
第三節 量測變數與量測工具----------------------------------------------------------41
第四節 測量工具信度分析------------------------------------------------------------52
第四章 結果分析與討論---------------------------------------------------------------------53
第一節 個人背景資料分析------------------------------------------------------------53
第二節 各變數之間相關分析---------------------------------------------------------55
第三節 調節變數的驗證結果---------------------------------------------------------57
第五章 結論與建議---------------------------------------------------------------------------60
參考文獻----------------------------------------------------------------------------------------65
附錄---------------------------------------------------------------------------------------------- 70
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