過去組織行為學家對個人與環境適合度的研究，多從個人與組織以及個人與工作的觀點來探討，對於個人與主管及個人與工作群體之間的關係則較少有深入的研究，而現今企業環境中，越來越多公司採用團隊方式為組織運作的主要模式，如何建立團隊和諧氣氛以及提高團隊及成員個人的工作績效則成為一個重要的議題。本研究主要目的是以適合度 (Fit Theory) 為理論基礎，對每趟任務的空勤服務人員進行人員偏好適合度調查，並將適合度定義為自變項，人員在任務中的角色績效(角色內行為以及組織公民行為)、工作滿足及知覺支持定義為依變項，進一步探討自變項對依變項的影響。
本研究採用問卷調查法，主要的研究量表包含「主管領導行為描繪」(Supervisor Leadership Profile；SLP)、「工作群體特質描繪」(Workgroup Characteristics Profile；WCP)、「角色績效」、「工作滿足」以及「知覺支持」，研究對象為國內某航空公之越洋線空勤服務人員，樣本採配對方式收集，總共回收了136筆配對資料。「主管領導行為描繪」及「工作群體特質描繪」由吳克惟 (2008) 發展建立，各有25個陳述句，本研究分別將其精簡為16個陳述句，採用Q方法求出個人與主管及個人與工作群體適合度指標。同時為了驗證假設提出之假設，本研究採用迴歸分析進一步探討自變項對依變項的影響力。
本研究的結果顯示：(1) 個人與主管適合度 (Person-Supervisor；P-S Fit) 對知覺主管支持有正向影響，並達顯著水準；(2) 個人與群體適合度 (Person-Workgroup；P-G Fit) 對工作滿足有正向影響，並達顯著水準；(3) 個人與群體適合度 (Person-Workgroup；P-G Fit) 對知覺同事支持有正向影響，但僅達弱支持水準。最後本研究根據研究結果進一步說明研究限制及未來研究方向。

Previous researches about the Person-Environment Fit were mainly based on the points of view of Person-Organization Fit and Person-Job Fit. Researches based on the points of view of Person-Supervisor Fit (P-S Fit) and Person-Workgroup Fit (P-G Fit) was less made. But nowadays, more and more companies adopt team approach for the organization of the main mold of operation. How to establish a harmonious group and enhance group’s and individual performance becomes an important issue. The main purpose of this research is base on Fit Theory to examine Person-Supervisor Fit and Person-Workgroup Fit between crew, their supervisor and their coworker in every flight. In this study, Person-Supervisor Fit and Person-Workgroup Fit were defined as independent variables; role performance, job satisfaction and perceived support were defined as dependent variables. The relationship between independent and dependent variable are deeply discussed.
There are 136 pairs of questionnaires surveyed by employees and their supervisors. Supervisor Leadership Profile (SLP) and Workgroup Characteristics Profile (WCP) were reduced to 16 of 25 statements as Q ranking items, and Q methodology was applied for measuring P-S Fit and P-W Fit. Regression analysis was used to further explore the dependent variable on the independent variable's influence.
The result indicate that：First, employee with high P-G Fit, has more job satisfaction, the correlation between P-G Fit and job satisfaction is significant; second, employee with high P-S Fit, has more perceived supervisor support, the correlation between P-S Fit and perceived supervisor support is significant; third, employee with high P-G Fit, has more perceived coworker support, the correlation between P-G Fit and perceived coworker support is weak significant. This research further represents the direction of future research and practical meaning of management.

誌謝 一
中文摘要 二
英文摘要 (ABSTRACT) 三
表目錄 五
圖目錄 六
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 4
第二章 文獻探討 5
第一節 適合度 5
第二節 角色績效 (ROLE PERFORMANCE) 11
第三節 工作滿足 17
第四節 知覺支持 21
第五節 研究變項關聯性探討 24
第三章 研究方法 27
第一節 研究架構 27
第二節 研究假設 28
第三節 研究變項之操作性定義與衡量 29
第四節 資料蒐集 37
第五節 問卷設計 40
第六節 資料分析方法 41
第四章 研究結果 43
第一節 研究變項之分析 43
第二節 個人與主管適合度對行為、態度及認知的影響分析 56
第三節 個人與群體適合度對行為、態度及認知的影響分析 58
第五章 結論與建議 60
第一節 研究假設之探討 61
第二節 研究意涵與貢獻 65
第三節 研究限制與未來研究方向 68
參考文獻 70
一、中文部份 70
二、英文部分 70
附錄 83
附錄1 中-英文對照：「主管領導行為描繪」(SUPERVISOR LEADERSHIP PROFILE;
SLP) 83
附錄2 中-英文對照：「工作群體特徵描繪」(WORKGROUP CHARACTERISTICS
PROFILE; WCP) 84
附錄3 組員問卷 85
附錄4 座艙長問卷 87
附錄5 VBA程式 89
表目錄
表 3–1 「主管領導行為描繪」(Supervisor Leadership Profile；SLP) 30
表 3–2 「工作群體特徵描繪」(Workgroup Characteristics Profile；WCP) 31
表 3–3 精簡「主管領導行為描繪」(Supervisor Leadership Profile；SLP)為16 個陳述句 32
表 3–4 精簡「工作群體特徵描繪」(Workgroup Characteristics Profile；WCP)為16 個陳述句 32
表 3–5 角色績效量表34
表 3–6 工作滿足量表35
表 3–7 知覺支持量表36
表 3–8 研究對象特性分析37
表 3–9 問卷回收情形表38
表 3–10 樣本基本特性分析 39
表 4–1 各研究變項的描述性統計分析45
表 4–2 各研究變項的相關分析46
表 4–3 不同的個人屬性在P-S Fit 上的差異性分析 47
表 4–4 不同的個人屬性在P-G Fit 上的差異性分析 48
表 4–5 不同的個人屬性在IRB上的差異性分析 49
表 4–6 不同的個人屬性在OCBI上的差異性分析50
表 4–7 不同的個人屬性在任務績效上的差異性分析52
表 4–8 不同的個人屬性在JS 上的差異性分析 53
表 4–9 不同的個人屬性在PSS 上的差異性分析 54
表 4–10 不同的個人屬性在PCS 上的差異性分析55
表 4–11 P-S Fit 對各依變項的層級迴歸分析 57
表 4–12 P-G Fit 對各依變項的層級迴歸分析 59
表 5–1 研究假設結果摘要表60
圖目錄
圖 1–1 研究流程圖 4
圖 2–1 個人與組織適合度模式 7
圖 2–2 個人與組織適合度之架構 8
圖 3–1 研究架構圖27

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