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姓名 鄭曉鳳(Hsiao-fung Cheng) 電子郵件信箱 E-mail 資料不公開
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 93學年第2學期
論文名稱(中) 經營理念的實務運作對員工文化契合度影響之研究
論文名稱(英) The effects of the ideology of practical management on person-organization fit
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    摘要(中) 文化契合論者認為員工與組織文化的契合程度越高,則員工正向的態度與行為就越可能產生,企業若具有強勢的組織文化與員工高度契合,組織的績效自然提昇。因此,企業亟欲透過實務運作來影響員工,導引其行動方向,使其表現出組織所期待的行為。本研究主要目的在探討經營理念實務、個人-組織文化契合度以及個人效能之關係,藉由訪談與經營理念實務問卷及組織文化價值觀量表,以進入公司滿一年以上之員工為研究對象,共發出484份問卷,有效回收問卷341份,利用Pearson相關分析、區段迴歸分析以驗証經營理念實務對組織文化契合度及文化契合度對個人效能之影響。研究結論歸納如下:
    1.經營理念實務與契合度有高度相關,顯示員工知覺與贊同經營理念實務運作程度愈高,則其相關契合度愈高,文化差距契合度愈小。
    2.就經營理念實務對文化契合度的影響力而言,以知覺模式來預測相關契合度及差距契合度影響力最高,顯示員工知覺經營理念實務的程度對提高相關契合度、縮小員工文化差距契合有顯著的影響力。
    3.企業文化相關契合度及差距契合度對員工的個人效能不具有顯著關係。
    根據上述發現,本研究對如何提高組織文化契合度,縮短彼此間文化差異提出建議。
    摘要(英) Research on person-organization fit suggests that a good fit between individual and organizational values results in positive outcomes for individual’s behaviors and attitudes. If an organization has a “strong culture” with a “good fit”, beliefs and behavior, it normally demonstrates a high level of corporate performance. Therefore, organizations attempt to influence their members, inspire individuals to think and to act in accordance with organizational interests by practice. The purpose of this study was to investigate the effects of the ideology of practical management on person-organization fit and employee's effectiveness. Questionnaires, based on the interviewee data fields used and the key factors resulting from the original quantitative studies, were developed and tested in 2002. The subjects in the study were the realtors beyond one year experience in Taiwan’s largest real estate agency company. A total of 484 questionnaires were distributed. Of which 341 were valid. Data collected from the questionnaires was analyzed using reliability analysis, correlation analysis, and regression analysis. The results of the research were as follows:
    1. There was a significant positive correlation between the ideology of practical management and person-organizational culture fit.
    2. Perception model of the ideology of practical management had a significant positive influence on person-organizational culture fit.
    3. No significant relationship between personal-organizational culture fit and employee's effectiveness.
    According to these findings, we propose suggestions for increasing cultural fit and reducing cultural differences between individual and organizational values.
    關鍵字(中)
  • 價值觀
  • 企業文化
  • 個人與組織契合度
  • 關鍵字(英)
  • Corporate Culture
  • Person-Organization Fit
  • Values
  • 論文目次 目錄
    摘要.............................................i
    Abstract........................................ii
    誌謝詞.........................................iii
    目錄............................................iv
    表目錄..........................................vi
    圖目錄.........................................vii
    第一章緒論.......................................1
    第一節研究背景...................................1
    第二節研究動機...................................3
    第三節研究目.....................................4
    第二章文獻探討...............................................5
    第一節組織文化的內涵...............................................5
    第二節契合度的研究取向..........................10
    第三節經營理念實務運作與文化契合度..............25
    第三章研究方法..................................29
    第一節研究架構..................................29
    第二節研究對象..................................30
    第三節研究工具..................................34
    第四節資料分析方法..............................40
    第四章研究結果..................................41
    第一節各研究變項間之相關情形....................41
    第二節迴歸分析結果..............................46
    第五章討論與建議................................52
    第一節研究結論..................................52
    第二節管理意涵..................................54
    第三節研究限制..................................55
    第四節未來研究方向..............................56
    參考文獻........................................57
    附錄一問卷......................................67
    附錄二個案公司企業文化之訪談記錄................73
    附錄三組織文化各向度與經營理念之相關............78
    附錄四組織文化各向度差距契合與經營理念之相關....79
    附錄五組織文化各向度差距契合與平均月績效之相關..80
    表目錄
    表2-1 文化契合研究取向之分類表..................13
    表2-2 組織研究中常用的剖面相似指標..............19
    表2-3 國內外有關契合度實證研究之主要發現........21
    表3-1 問卷調查回收統計表........................32
    表3-2 樣本組成統計表............................33
    表3-3 文化價值觀之向度及其內容..................35
    表3-4 組織文化價值觀量表各構面的信度............36
    表4-1 各變項之相關分析..........................43
    表4-2 知覺與贊同經營理念實務對文化契合度之區段迴歸分析結果47
    表4-3 知覺與贊同經營理念實務對文化之區段迴歸分析結果......48
    表4-4 契合度對個人平均月績效之區段迴歸分析結果............50
    表4-5 知覺與贊同經營理念實務對個人平均月績效之區段迴歸分析結果..51
    圖目錄
    圖2-1 Kristof (1996) 之個人與組織契合的意義型態..........11
    圖2-2 個人與組織契合的模式Chatman (1989).................14
    圖3-1 研究架構.........29
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    口試委員
  • 黃振聰 - 召集委員
  • 余德成 - 委員
  • 任金剛 - 指導教授
  • 口試日期 2005-07-21 繳交日期 2005-08-30

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