招募甄選是企業人力資源活動中的高度執行的措施，而新進人員在進入企業後能否與組織契合長久留任更是被視為甄選有效性的指標。在甄選過程中多數測評是以組織需求考量來衡量所需的人才，然而，面試過程是一種雙向的活動，本研究試圖從應徵者角度出發，從應徵者的對自我需求與自我能力的洞察力，以及面試時對組織要求、組織供給的瞭解，期望從中能探得一絲人員進入組織後的相關性。過去國內較少與洞察力相關的研究，因此本研究企圖以此為主題進而重編衡量工具，除了探討新進人員洞察力與個人組織契合度的關係，並探討新進人員洞察力的瞭解程度是否會對工作尋找行為造成影響。
本研究以到職滿三個月到六個月之新進正式員工為研究對象，共計回收113份有效樣本，本研究使用SPSS進行迴歸分析。研究果顯示：(1)自編之洞察力衡量工具具有良好的信度與效度。(2)洞察力中的自我能力、組織需求、組織供給對個人組織契合度有正向影響；亦即應徵人員各個層面洞察力越高者，進入組織後的契合度會越高。(3)洞察力中的自我能力、自我需求、組織需求、組織供給對工作尋找行為不具顯著影響；亦即影響應徵人員未來工作尋找行為的因素可能與外在環境較相關，而無法單從個人內在之洞察力進行判斷。最後，依據研究結論提出對企業招募人員的建議，期望能作為招募甄選作業的參考方向，進而替企業組織帶來更大的效益。

Finding applicants who fit the organization is always being considered as an important index for judging the effectiveness of a recruitment process. However, most of the selection criteria were setup based on requirements from the company and did not take into account the ability for the applicants to respond those selection correctly. To solve above question, we use the concept of insightfulness for determining the capability of applicants for making correct job choices. Four kinds of insightfulness are defined thereby, i.e. , Self-Ability, Self-Need, Organization-Need, Organization-Supply for a more comprehensive understanding of the applicants. Based on those definitions, we are trying to investigate the relationship between applicants’ insightfulness with person-organization fit and job-searching behaviors.
Newcomers who had joint the company for three to six months were chosen to be the research objects and 113 valid questionnaires were recovered. Statistical software, SPSS, was used for data analysis. The results showed that: (1) Scales developed in this study have good reliability and validity. (2) Insightfulness of Self-Ability, Organization-Demand, Organization-Supply have positive impact on person-organization fit. This suggests that applicants with good insightfulness could better fit the organization. (3) Insightfulness has no evident effects on job-searching behaviors, suggesting other factors might contribute to job-searching.
In the last chapter of this thesis, suggestions for the recruitment process are drawn from the results. This can be utilized for organization to select applicants who fit in the job more effectively and contribute to the revenue by employing those suitable members.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖目錄 v
表目錄 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第二章 文獻探討 4
第一節 洞察力 4
第二節 個人組織契合度 7
第三節 工作尋找行為 9
第三章 研究方法 11
第一節 研究架構與假設 11
第二節 研究對象 12
第三節 研究工具 12
第四節 研究樣本 16
第五節 資料分析程序 16
第四章 研究分析 17
第一節 探索性因素分析與信效度檢驗 17
第二節 敘述性統計與相關分析 23
第三節 線性迴歸分析 24
第五章 結論與建議 32
第一節 研究結論 32
第二節 管理意涵 33
第三節 研究限制與未來研究建議 34
參考文獻 35
附錄: 問卷調查表 37

一、 中文部分
溫金豐、陳淑媛、鄧卉君，2012。「為什麼優秀新進員工不願久留於公司？應徵者對個人－工作適配的需要－能力與需求－供應適配洞察力效果影響之探討」，行政院國家科學委員會補助專題研究計畫。
吳克惟，2008。個人環境適配度之研究：Q 技術之適用。國立中山大學人力資源管理研究所碩士論文。
黃新坡，2009。企業聲望對工作態度與行為之影響。國立中山大學人力資源管理研究所碩士論文。
吳明隆，2007。SPSS操作與應用-問卷統計分析實務。台北市：五南圖書出版。
俞洪亮、蔡義清、莊懿妃 ，2012。商管資料研究分析：SPSS的應用。台北市：華泰文化事業出版社。
張芳全，2008）。問卷就是要這樣編。臺北市：心理出版社。



二、英文部分
Burson, K. A., Larrick, R. P., & Klayman, J. 2006. Skilled or unskilled, but still unaware of it: How perceptions of difficulty drive miscalibration in relative comparisons. Journal of Personality and Social Psychology, 90: 60-77.
Comrey, A. L., & Lee, H. B. (1992).A first course in factor analysis. Hillsdale, NJ:
Erlbaum.
Cable, D. M., & Judge, T. A. 1996.Person-organization fit, job choice decisions, and organization entry.Organizational Behavior and Human Decision Processes, 67: 294-311.
Dunning, D. (Ed.). 2005. Self-insight: Roadblocks and detours on the path to knowing thyself. New York: Psychology Press.
Dunning, D., Heath, D., & Suls, J. M. 2004. Flawed self-assessment: Implications for health, education, and the workplace. Psychological Science in the Public Interest, 5: 69-106.
Dunning, D., Johnson, K., Ehrlinger, J., & Kruger, J. 2003. Why people fail to recognize their own competence. Current Directions in Psychological Science in the Public Interest, 12: 83-87.
Fisher, S. A. 1989. Self-insight and agreement in the formaulation of accounting judgments.American Business Review, January: 51-56s.
Kruger, J., & Dunning, D. 1999. Unskilled and unaware of it: How difficulties in recognizing one’s own incompetence lead to inflated self-assessments. Journal of Personality and Social Psychology, 77: 1121-1134.
Kristof, A. L. 1996. Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49: 1-49.
Krueger, J., & Mueller, R. A. 2002.Unskilled, unaware, or both? The contribution of social-perceptual skills and statistical regression to self-enhancement biases. Journal of Personality and Social Psychology, 82: 180-188.
London, M. (Ed.). 2009. Leadership development: Path to self-insight and professional growth. Mahwah, NJ: Lawrence Erlbaum Associates, Inc
Schneider, B. 1987. The people make the place. Personnel Psychology, 40: 437-453.

三、網路參考資料
行政院主計總處，http://www.dgbas.gov.tw/np.asp?ctNode=2845
104資訊科技集團（2014）。2014「人資F.B.I. 研究報告」。取自: http://www.104.com.tw/area/media/article/detail/id/167121573
302857653/category/1。
104資訊科技集團（2016）。2016「人資F.B.I. 研究報告」。取自: https://www.104.com.tw/area/media/file/download/id/240373350483037333