博碩士論文 etd-0805108-214026 詳細資訊


[回到前頁查詢結果 | 重新搜尋]

姓名 沈祐任(Yu-zen Shen) 電子郵件信箱 u8922004@yuntech.edu.tw
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 96學年第2學期
論文名稱(中) 三種工作契合度對工作安全感、薪資滿意度及工作滿意度
影響之研究
論文名稱(英) The impact of three Person-Job fits on job security, pay satisfaction and job satisfaction
檔案
  • etd-0805108-214026.pdf
  • 本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
    請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
    論文使用權限

    電子論文:校內校外完全公開

    論文語文/頁數 中文/46
    統計 本論文已被瀏覽 5680 次,被下載 3621 次
    摘要(中) 本研究將人與工作契合度切割成三部分:需求與能力契合、價值與供給契合及自我概念與工作契合,以這三類工作契合度為自變項,工作安全感、薪資滿意度及工作滿意度為依變項,並檢驗這三類工作契合度對於員工的工作安全感、薪資滿意度及工作滿意度之影響。
    研究結果如下:
    一、各變數相關程度部分
    1、需求與能力契合及工作安全感呈顯著正相關。
    2、價值與供給契合、工作安全感、薪資滿意度及工作滿意度呈顯著正相關。
    3、自我概念與工作契合、工作安全感、薪資滿意度及工作滿意度呈顯著正相關。
    二、三種契合度對工作安全感、薪資滿意度及工作滿意度的影響
    1、需求與能力契合對依變項的影響順序為工作安全感、工作滿意度及薪資滿意度。
    2、價值與供給契合的影響順序為薪資滿意度、工作滿意度及工作安全感。
    3、自我概念與工作契合影響順序為工作安全感、工作滿意度及薪資滿意度。
    摘要(英) The study divides Person-Job fit into 3 fits: Demand-Ability fit, Value-Supply fit and Self-concept-Job fit. These three fits are independent variables. Job safety, pay satisfaction and job satisfaction are dependent
    variables. The study tests that the impact of the three independent variables being on the three dependent variables.The results of the study are as following:
    1. The correlations of variables
    (1)There is a significant positive relation between D-A fit and job safety
    (2)V-S fit has a significant positive relation among job safety, paysatisfaction and job satisfaction.
    (3)SC-J fit has a significant positive relation with SC-J fit, job safety,pay satisfaction and job satisfaction
    2. The impact of three fits on job safety, pay satisfaction and job satisfaction
    (1)D-A fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction
    (2)V-S fit has the greatest impact on pay satisfaction; the second greatest impact on job safety; the least on job safety.
    (3)SC-J fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction.
    關鍵字(中)
  • 人與工作契合度
  • 價值與供給契合
  • 需求與能力契合
  • 關鍵字(英)
  • Demand-Ability fit
  • Value-Supply fit
  • Person-Job fit
  • 論文目次 表目錄.........................................................................V
    圖目錄.........................................................................VI
    第一章 緒論................................................................ 1
    第一節 研究背景.........................................................1
    第二節 研究目的.........................................................2
    第二章 文獻回顧.........................................................3
    第一節 人與工作環境的契合.....................................3
    第二節 人與工作的契合.............................................8
    第三節 三種個人與工作契合類型之影響................11
    第三章 研究方法........................................................15
    第一節 研究架構........................................................15
    第二節 研究假設........................................................15
    第三節 研究樣本及資料蒐集....................................16
    第四節 樣本基本特性................................................18
    第五節 統計分析方法................................................19
    第四章 結果分析........................................................22
    第一節 各變數間之相關情形....................................22
    第二節 三種契合度對工作安全感、薪資滿意度及工作滿意度的影響................................................................ 25
    第三節 研究假設驗證................................................26
    第五章 討論與建議....................................................28
    第一節 討論與建議....................................................28
    第二節 研究限制........................................................29
    第三節 後續研究建議................................................30
    參考文獻......................................................................31
    附錄-問卷題項.............................................................37
    參考文獻 中文部分:
    倪家珍(2005),「員工性別與職業性別型態的一致性,對個人-組織契合度與個人-工作契合度影響之研究」,文化大學,國際企業管理研究所,博士論文。
    莊璦嘉、林惠彥(2005),「個人與環境適配對工作態度與行為之影響」,台 灣 管 理 學 刊 第 5 卷 第 1 期,pp.123-148。
    蘇弘文(2004),「個人與環境主觀配適之前因與後果」,國立台灣科技大學,企業管理研究所,碩士論文。
    英文部分:
    Adkins, C.L. & Ravlin E.C. & Meglino B.M.(1996),“Value congruence between co-workers and its relationship to work outcomes.” Group and
    Organization Management, Vol. 21(4), pp.439–460.
    Ashford, S.J., Lee, C. & Bobko, P.(1989),“Contant, causes and consequences of job insecurity: A theory-based measure and substantive tset.” Academy
    of Management journal, Vol.32(4), pp.803-829.
    Bandura, A.(1977), “Self-efficacy: Toward a unifying theory of behavioral change.” Psychological Review, Vol.84(2), pp.191-215.
    Bandura, A.(1991).“Social congnitive theory of self-regulation.Organizational” Behavior and Human Decision Processes, Vol.50, pp.248-287.
    Becker T.E., Billings R.S., Eveleth D.M., & Gilbert N.L.(1996).“Foci and bases of employee commitment: Implications for job performance.” Academy
    of Management Journal. Vol. 39(2), pp.464–482.
    Betz, N.E. & Hackett, G.(1981).“The relationship of career-related 32self-efficacy expectations to perceived career options in college women and
    men.” Journal of Counseling Psychology, Vol.28(5), pp.399-410.
    Cable D. M. & Judge T. A. (1996).“Person-
    organization fit, job choice decisions, and organizational entry.” Organizational Behavior and Human Decision Processes, Vol 67(3), pp.294-311.
    Cable D.M. & DeRue D.S. (2002).“The convergent and discriminant validity of subjective fit perceptions.” Journal of Applied Psychology, Vol.87(5),pp.875-884.
    Campbell, J.D., Assanand, S. & Di Paula, A.(2000) “Structural features of the self-concept and adjustment: Psychological perspectives of self and
    identity (pp. 67-87).” Washington D. C. American Psychological Association.
    Charles A., O’Reilly, Jennifer Chatman. & David F. Caldwell. “People and Organizational Culture: A profile Comparison Approach to Assessing
    Person-Organization Fit.” The Academy of Management Journal, Vol. 34, No.3, pp.487-561. Academy of Management.
    Chatman J. A. (1989).“Improving interactional organizational research: A model ofperson-organization fit.” Academy of Management Journal ,Vol 14(3).pp.333-349.
    Chatman J. A. (1991).“Matching people and organizations: selection and socialization in public accounting firms.” Administrative Science
    Quarterly, Vol, 36. pp459-484.Dawis. R.V., England.
    G.W. & Lofquist. L. H. (1964).“A theory of work
    adjustment Minnesota Studies Vocational Rehabilitation.”
    Edward, J.R.(1991).“Person-job fit: A conceptual integration, literature review, and methodological critique.” In: Cooper C. L. & Robertson, I. T.
    ed. International Review of Industrial and Organization Psychology, Vol,6. pp.283-357.33
    Edwards, J.R. & Rothbard, N.P.(1999).“Work and family stress and well-being:An examination of person-environment fit in the work and family domains.” Organizational Behavior and Human
    DecisionProcesses, Vol,77,pp.85-129.
    Gladstein, D.L. (1984).“Groups in context: A model of task group effectiveness.”Administrative Science Quarterly, Vol,29. pp.499-517.
    Gist, M.E. & Mitchell, T.R. (1992).“Self-efficacy: A theoretical analysisof its determinants and malleability.” Academy of Management Review,Vol,17(2). pp.183-211.
    Greenhagh, L. & Rosenblatt, Z.(1984), “Job insecurity: Toward conceptual clarity.” Academy of Management Review, Vol 9(3), pp 438-448.
    Hackman, R. & G. Oldham.(1975) “Development of the Job Diagnostic Survey.”Journal of Applied Psychology. Vol,60. pp.159–170.
    Herbert G. Heneman III & Donald P. Schwab (1985). “Pay Satisfactions: Its
    multidimensional nature and measurement.” International Journal ofpsychology. Vol.20, pp.129-141.
    Holland, John L. (1973). “Applying an occupational classification to a representative sample of work histories.” Journal of Applied Psychology,
    Vol 58(1). pp.34-41.
    Hoyle. R.H., Kernis. M. H., Leary. M.R. & Baldwin. M. R.(1999)“Selfhood:Identity, esteem, regulation. Boulder.” CO: Westview Press
    James D. Werbel & Danny J. Johnson(2001). “The use of person-group fit for employment selection: A missing link in person-environment fit.” Human
    Resource Management, Vol.40, No.3, pp.227-240.
    Kristof, A.L. (1996). “Person-organization fit: An integrative review of its conceptualizations, measurement, and implications.” Personnel
    Psychology, Vol.49, pp.1-49.
    Kristof-Brown, A.L.(2000).“Perceived applicant fit: Distinguishing 34 between recruiters’ perceptions of person-job and person-organization fit.” Personnel Psychology, Vol.53, pp.643-671.
    Kristof-Brown A & Stevens CK.(2001). “Goal congruence in project teams: Does the fit between members’ personal mastery and performance goals matter?”Journal of Applied Psychology, Vol.86
    ,pp.1083–1095.
    Kristof-Brown. A., Barrick. M.R., & Franke, M.(2002).“Applicant impression management: dispositional influences and consequences for recruiter perceptions of fit and similarity.” Journal of Management, Vol.28(1),pp.27-46.
    Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C.(2005). “Consequences of individuals’ fit at work:A meta-analysis of person–job,person–organization, person–group, and person–supervisor fit.”
    Personnel Psychology, Vol.58, pp.281–342.
    Lewin K.(1951).“Field theory in social science: selected theoretical papers.” Ed: Cartwright D. Greenwood Press, Publishers.
    Meglino, B.M., Ravlin, E.C., & C.L. Adkins, 1989. “A work values approach to corporate culture: A field test of the value congruence process and its relationship to
    individual outcomes.” Journal of Applied Psychology, Vol.74,pp.424-432.
    Milliken FJ & Martins LL.(1996).“Searching forcommonthreads: Understanding
    the multiple effects of diversity in organizational groups.” Academy of Management Journal, Vol.25, pp.402–433.
    Mobley, W.H.(1977)“Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover”, Journal of Applied Psychology,Vol 62(2), pp.237-239.
    Morrison, E. W.(1993). “Longtitudianl study of the effects of information seeking on newcomer socialization.” Journal of Applied Psychology,
    Vol.78(2), pp.173-183.
    Netemeyer R.G., Boles J.S., McKee D.O. & McMurrian R.(1997). “An35investigation into the antecedents of organizational citizenship behaviors in a personal selling context.” Journal of Marketing, Vol.61(3), pp.85-98.
    O’Reilly, C.A. & Chatman, J.(1986).“Organizational commitment andpsychological attachment: the effects of compliance, identification, andinternalization on prosocial behavior.” Journal of Applied Psychology,
    Vol.71(3), pp.492-499.
    Posner, B.Z. (1992).“Person-organization value congruence: No support for individual differences as a moderating influence.” Human Relations,Vol.45(4), pp.351-361.
    Saks, A.M., & B.E.Ashforth(1997).“A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit,
    and work outcomes.” Personnel Psychology, Vol.50, pp.395-426.
    Schneider B.(1987).“E = f ( P, B ): The road to a radical approach to person-environment fit.” Journal of Vocational Behavior, Vol.31,pp.353-361.
    Schneider B.(1987). “The people make the place.” Personnel Psychology,Vol.40 pp.437-453.
    Scroggins, W.A.(2003).“Selection, meaningful work, and employee retention: A self-concept based approach to person-job fit.” Dissertation Abstracts
    International.
    Scroggins, W.A.,& Benson, P.G.(2007). “Self-concept-job fit: Expanding the person-job fit construct and implications for retention management.” In D.
    J. Svyantek & E. McChrystal (Eds.), Refining familiar constructs:Alternative views in OB, HR, and I/O (pp. 209-229). Charlotte, NC:Information Age.
    Taylor, J.C. & Bowers, D.G.(1972). “Survey of Organizations: A MachineScored Standardized Questionnaire instrument. Institute for Social
    Research,” University of Michigan, Ann Arbor, Michigan.36
    Tsui, A.S.,& O’Reilly, C.A.(1989). “Beyond simple demographic affects: The importance of relational demography in superior-subordinate dyads.”
    Academy of 70 Management Journl, pp.402-423.
    Van Dyne L., Graham J.W. & Dienesch R.M.(1994). “Organizational citizenship
    behavior: construct redefinition, measurement, and validation.” Academy of Management Journal, Vol,37(4), pp.765-802.
    Weldon, E. & Weingart, L.R.(1993). “Group goals and group performance.”British Journal of Social Psychology, Vol.32, pp.307-334.
    Zenger, T.R., & B.S Lawerence.(1989). “Organizational demography: The differential
    effects of age and tenure distribution on technical communication.” Academy of Management Journal,Vol.32, pp.353-376.
    口試委員
  • 黃良志 - 召集委員
  • 陳以亨 - 委員
  • 任金剛 - 指導教授
  • 口試日期 2008-07-31 繳交日期 2008-08-05

    [回到前頁查詢結果 | 重新搜尋]


    如有任何問題請與論文審查小組聯繫