論文名稱：個人組織適合度與個人工作適合度對工作態度之影響-以台灣電力公司為例。
院校系所：國立中山大學人力資源管理研究所
畢業時間及提要別：94學年度第一學期碩士學位論文摘要
研究生：胡宜婷（Hu,Yi-Ting）指導教授：溫金豐（Uen,Jin-Feng）
論文提要內容：
近年來許多管理學者逐漸對「個人與環境適合度」（Person-Environment fit, P-E fit）這個主題產生濃厚的興趣。在這把P-E fit的大傘之下，研究者也開始去區分不同型式的適合度。個人組織適合度（Person-Organization fit, P-O fit）與個人工作適合度（Person-Job fit, P-J fit）就是其中最受到學者重視和探討的議題。
本研究的目的在瞭解研究對象實際的個人組織適合度與知覺的個人工作適合度，並探討這兩種不同型式的適合度對工作熱情、工作滿足與離職傾向的影響。透過Q分類方法的應用以及由Cable & Judge（1996）發展出來的組織文化圖象描繪（Organizational Culture Prifle, OCP）來做為衡量個人與組織適合度的工具。除此之外，更進一步去檢視個人組織與個人工作適合度之間的交互作用情形。如果得到的結果是交互作用顯著的話，則可推斷兩種不同型式的適合度之間有互相干擾的效果存在。
本研究的資料得自277位在台電公司工作的員工，研究結果顯示如下：（1）經由兩個組織文化圖象描繪（OCP1：員工認為目前服務單位的組織文化特徵；OCP2：員工偏好的服務單位組織文化特徵）以相關法計算出的個人與組織適合度介於＋－1 之間（相關係數正如所預期的值介於+-1之間）。（2）個人組織適合度與個人工作適合度對工作熱情及工作滿足有正向的影響。（3）個人組織適合度與個人工作適合度對離職傾向有負向的影響。（4）個人組織與個人工作適合度之間並未發現有顯著的交互作用，且兩者僅有微弱的相關（r=.043）。

In recent years there has been growing interest in the concept of Person-Environment（P-E）Fit. Under the umbrella term of P-E fit, researchers have distinguished between specific types of fit：Person-Organization（P-O）Fit and Person-Job（P-J）Fit .
This study examines the employees’ actual P-O fit and perceived P-J fit, and both types of fit as predictors of work passion, job satisfaction and turnover intention. The Q-sort approaches and the Organizational Culture Profile（OCP）adapted from Cable and Judge（1996）were used as the instrument for assessing Person-Organization fit. Furthermore, this paper examines the potential interaction between the P-O fit and the P-J fit. If such an interaction is significant , both types of fit can be a moderator for each other.
Survey data collected from 277 employees of Taiwan Power Company are analyzed. The results show that: （1）the person-organization fit calculated by correlating OCP1（characteristics of firms） and OCP2（individual preferences for the characteristics of firms） ranged from –1 to 1（the〝correlation coefficient〞is between -1 and 1 as expected）. （2）Both P-O fit and P-J fit have positive impact on work passion and job satisfaction, respectively.（3）Both P-O fit and P-J fit have negative impact on turnover intention.（4）No significant interaction was found between the two types of fit and they are weakly related（r=.043）

第一章 緒論………………...…………………………………………….…………...1
第一節 研究背景與動機……………………………………………....………...…1
第二節 研究目的………………………………………………………...…………3
第三節 研究流程…………………………………………………………...………5
第二章文獻探討…………………………………………………………………….....6
第一節 個人與組織的適合度……………………………………………………...6
第二節 個人與工作的適合度…………………………………………………….13
第三節 工作態度………………………………………………….………………16
第四節 研究變項關聯性探討……………………………………….……………23
第三章 研究方法………………………….……………………….………….……..25
第一節 研究架構…………………………………………………….……………25
第二節 研究假設……………………………………………………...……….….26
第三節 研究變項之定義與衡量………………………………………….………27
第四節 資料蒐集…………………………………………………….……………32
第五節 問卷設計…………………………………………………….……………35
第六節 資料分析方法……………………………………………….……………36
第四章 研究結果………………………………………………….…………………38
第一節 各研究變項之特性分析…………………………………….……………38
第二節 組織文化圖象描繪（OCP）描述性統計分析………………………….39
第三節 不同個人屬性在各研究變項上之差異分析………………….…………41
第四節 個人組織與個人工作適合度對工作態度相關分析……….……………49
第五節 個人組織與個人工作適合度對工作態度影響分析……….……………50
第六節 個人組織與個人工作適合度交互作用探討分析……….………………51
第五章 結論與建議………………………………………….……………….……...54
第一節 結論…………………………………………………….…………………54
第二節 建議…………………………………………………….…………………58
第三節 研究限制……………………………………………….…………………60
參考文獻………………………………………………………..……………………62
中文部分…………………………………………………….………………….....62
英文部分…………………………………………………………………………..63
附錄：問卷…………………………………………………………………………..72
適合度計算電腦輸出畫面………………………………………………… 77

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