個人-組織配適與員工工作態度：文化同質性及需求滿足獨特性的調節作用

Abstract

本研究目的是想了解個人與組織配適對員工工作態度的影響程度，以及對於組織文化同質性的程度與組織所提供滿足員工們的需求獨特性的機會程度對員工工作態度關係的調節效果。本研究以民間企業及公家機關的員工為研究對象，採用問卷調查方式搜集資料，共計發予30家企業機關的員工，總計150份問卷，收回108份問卷，回收率達72%，最後有效問卷為104份。 本研究結果發現，價值觀一致性(補充性配適)對工作態度的三個構面上的影響顯著的只有組織承諾的部份。相對於工作滿足以及工作投入的影響卻是不顯著的。至於需求滿足(互補性配適)對工作態度的影響則是在反應在工作投入的行為態度上，而需求滿足獨特性的調節效果反而會因其強度而減低互補性配適對工作態度的效果。 本研究基於過去學者的個人-組織配適的相關研究文獻，以實證資料同時檢驗補充性配適與互補性配適對員工工作態度的影響，並且首次加入了「組織文化同質性」以及「心理需求滿足獨特性」的兩項調節作用，以期能更深入了解個人-組織配適度與工作態度的關係，並對個人-組織配適研究領域有所貢獻。

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.