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博碩士論文 etd-0515115-134322 詳細資訊
Title page for etd-0515115-134322
論文名稱
Title
適配工作一定能展現創造力嗎?探討要求-能力適配對創造力的影響:個人-組織適配、經驗開放性特質及創造力訓練的干擾效果
Can Person-Job Fit Facilitate Creativity? Exploring The Moderating Roles Of Person-Organization Fit, Openness To Experience And Creativity Training
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
42
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2015-06-26
繳交日期
Date of Submission
2015-07-21
關鍵字
Keywords
創造力訓練、要求-能力適配、創造力、個人-組織適配、經驗開放性
creativity training, openness to experience, person-organization fit, creativity, demand-ability fit
統計
Statistics
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中文摘要
今日企業組織越來越在乎員工在工作上是否展現出理想的創造力,因此透過層層地甄選流程來得出符合工作要求的員工。我們認為理想的新進人員及企業員工是否能展現出高度的創造力可能受到某些因素的干擾,且過去研究亦發現員工之要求-能力適配與創造力間的關係,並非皆為一致性的結果 (王震、孫健敏,2010; Choi & Price, 2005; Choi, 2004; Livingstone et al., 1997)。因此,本研究擬以創造力成分理論(The componential theory of individual creativity)為基礎,探討要求-能力適配如何影響員工創造力,以及個人-組織適配、經驗開放性與創造力訓練的干擾效果。
本研究透過不同來源(員工與其直屬主管)配對問卷進行調查,經由不同時間點(前後間隔兩周),抽樣各產業界共224對樣本,包含171位主管及224位員工。研究發現:當員工為高個人-組織適配時,其對組織有較高的使命感,具備付出努力的意願來達成工作上的成就,因此能強化員工要求-能力適配與創造力的正向關係。再者,當員工為低個人-組織適配且低經驗開放性時,要求-能力適配與創造力的關係呈負相關。最後,員工為高個人-組織適配及接受到組織提供的創造力訓練時,將強化要求-能力適配與創造力的正向關係。
Abstract
The purpose of this study was focused on the moderating effects of person-organization fit, openness to experience and creativity training on the relationship between demand-ability fit and creativity. The data was collected from different industries in Taiwan, consisted of 171 leaders and 224 followers. Structural Equation Modeling and Hierarchical Regression Analysis were employed to test our hypotheses.
Based on The Componential Theory of Individual Creativity, findings showed: First, person-organization fit moderated the positive relationship between demand-ability fit and creativity. Second, when both openness to experience and person-organization fit are low, the outcome between demand-ability fit and creativity became negative. Finally, high creativity training and high person-organization fit strengthened the positive relationship between demand-ability fit and creativity. Theoretical and practical implications of our findings are also discussed.
目次 Table of Contents
論文審定書………………………………………………………………………………i
中文摘要 ……………………………………………………………………………...ii
英文摘要 ……………………………………………………………………………..iii
目 錄………………………………………………………………………………..iv
圖 目 錄………………………………………………………………………………...v
表 目 錄………………………………………………………………………………...v
壹、緒論 1
貳、文獻探討 5
第一節 要求-能力適配對員工創造力的影響:創造力成份理論的觀點 5
第二節 要求-能力適配與個人-組織適配之交互作用對創造力的影響 6
第三節 經驗開放性、個人-組織適配與要求-能力適配對創造力關係的三階交互作用 7
第四節 創造力訓練、個人-組織適配與要求-能力適配對創造力關係的三階交互作用 8
參、研究方法 10
第一節 研究架構 10
第二節 研究樣本與問卷發放程序 10
第三節 研究工具 11
第四節 資料分析方法 13
肆、研究結果與討論 14
第一節 敘述統計及變數之相關係數分析 14
第二節 驗證性因素分析 14
第三節 假設檢定 15
伍、結論與建議 19
第一節 研究結果與討論 19
第二節 管理實務意涵 21
第三節 研究限制與未來研究建議 22
參考文獻 23
附錄一 第一階段員工問卷
附錄二 第二階段主管問卷
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