标题: 个人-组织配适与员工工作态度:文化同质性及需求满足独特性的调节作用
Person-Organization Fit and Employee Work Attitude:The Moderating Effect of Cultural Homogeneity and Uniqueness of Opportunities for Need Satisfaction
作者: 庄智涌
Chuang, Chih-Yung
王耀德
Wang, Yau-De
管理学院管理科学学程
关键字: 个人-组织配适;互补性配适;补充性配适;员工工作态度;文化同质性;需求满足独特性;Person-Organization Fit;Complementary Fit;Supplement Fit;Employee Work Attitude;Cultural Homogeneity;Uniqueness of Opportunity for Need Satisfaction
公开日期: 2006
摘要:  本研究目的是想了解个人与组织配适对员工工作态度的影响程度,以及对于组织文化同质性的程度与组织所提供满足员工们的需求独特性的机会程度对员工工作态度关系的调节效果。本研究以民间企业及公家机关的员工为研究对象,采用问卷调查方式搜集资料,共计发予30家企业机关的员工,总计150份问卷,收回108份问卷,回收率达72%,最后有效问卷为104份。
 本研究结果发现,价值观一致性(补充性配适)对工作态度的三个构面上的影响显着的只有组织承诺的部份。相对于工作满足以及工作投入的影响却是不显着的。至于需求满足(互补性配适)对工作态度的影响则是在反应在工作投入的行为态度上,而需求满足独特性的调节效果反而会因其强度而减低互补性配适对工作态度的效果。
 本研究基于过去学者的个人-组织配适的相关研究文献,以实证资料同时检验补充性配适与互补性配适对员工工作态度的影响,并且首次加入了“组织文化同质性”以及“心理需求满足独特性”的两项调节作用,以期能更深入了解个人-组织配适度与工作态度的关系,并对个人-组织配适研究领域有所贡献。
 The purpose of this research is to understand how employees’ work attitude will be affected by person-organization fit, and how homogeneity of culture and opportunity for need satisfaction will moderate the relationship of fit and attitude.
 The data were collected by questionnaire survey. One hundred and fifty employees from thirty different companies were targeted for sampling. One hundred and eight of them returned their questionnaires, making a return rate of 72%. The final sample includes 104 respondents after excluding 4 incomplete questionnaires.
 The results show that value congruence (supplementary fit) had a positive relation with organizational commitment, but no relations with job involvement and job satisfaction. The need fulfillment (complementary fit) was positively associated with job involvement, but not with job satisfaction or commitment. Cultural homogeneity did not moderate the value congruence-attitude relationship. Uniqueness of opportunity for need fulfillment did moderate the need fulfillment-attitude relationship.
 This study combined the arguments of supplementary and complementary fit in the literature and used empirical data to test the effects of these two fits on work attitude. The study also examined the moderating effects of culture homogeneity and uniqueness of opportunity for need fulfillment on the relationship of fit and attitude. This study contributes to the literature by providing us a better understanding about the relationship of person-organization fit through the above two efforts.
URI: http://140.113.39.130/cdrfb3/record/nctu/#GT009462520
http://hdl.handle.net/11536/82348
显示于类别:Thesis


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