摘要
企業文化在目前的學界及實業界被廣泛討論與運用。本研究之目的試圖探討組織內員工理想與實際感受企業文化契合程度與留職傾向之間的關係，因組織承諾、工作滿足與留職傾向關係密切，故一併納入研究。
本研究以企業文化的契合程度為研究主題，實證方面以中國石油公司為取樣母體，採用組織文化描述（OCP）之方法，以40項企業文化的描述構面，分別請抽樣員工就其理想文化，與實際感受到的文化，用Q分類法（Q-sorts）方法，依其重要性按照九類及各類依限制的數目排列，再計算契合度與統計相關問題的各項係數，並進行員工價值觀與組織文化傾向的研究與分析。另一方面亦同時以問卷取得有關組織承諾、留職傾向、工作滿足、工作意願、人口統計變項等相關資料，進行統計分析，以瞭解其與各研究變項之間的關係。
研究結果發現企業文化的契合度與組織承諾、留職傾向、工作滿足、工作意願等項都有顯著正相關，即企業文化契合度愈高，其組織承諾、留職傾向、工作滿足、工作意願等均愈高。而人口統計變項方面，企業文化契合度與年齡、年資、職位有顯著正相關，與教育程度顯著負相關，（但與性別、婚姻、工作性質、家庭成員數目、收入、擁有資產等無顯著關係），有關留職傾向方面與企業文化契合度、組織承諾、工作滿足、工作意願有顯著正相關，且受年齡、年資、職位、家庭有顯著正相關，與文化差距程度、教育程度顯著負相關，可見企業文化在企業管理及如何留住員工上，有其值得參考的重要性，而有關文化傾向等研究分析亦發現國營企業員工，有些不利於自由市場競爭之價值觀傾向，值得提供問卷取樣機構之組織社會化與管理上之參考。

Abstract
This article brings together some themes in organizational behavior: (1) the application of “Q-sorts” approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan.
We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level.
Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.

目錄 附註 因為轉檔頁數+9
================================================ 頁數
第一章　緒論 ------------------------------------------------------------- 1
第一節　研究背景 --------------------------------------------------- 1
第二節　研究動機 --------------------------------------------------- 2
第三節　研究目的 --------------------------------------------------- 3
第四節 研究步驟 --------------------------------------------------- 4
第二章　文獻探討 ------------------------------------------------------- 7
第一節　企業（組織）文化 --------------------------------------- 7
第二節　組織文化契合度的研究 --------------------------------- 12
第三節　留職傾向 --------------------------------------------------- 21
第四節　組織承諾 --------------------------------------------------- 23
第五節　工作滿足 --------------------------------------------------- 24
第六節　其他與本研究相關的理論 ------------------------------ 26
第三章　研究母體 ------------------------------------------------------- 29
第一節　中國石油公司概述 --------------------------------------- 29
第二節　中油企業文化 --------------------------------------------- 30
第三節　研究母體與本研究有關之數據 ------------------------ 30
第四章　研究方法 ------------------------------------------------------- 32
第一節　研究架構 --------------------------------------------------- 32
第二節　研究工具 --------------------------------------------------- 33
第三節　研究程序 --------------------------------------------------- 34
第四節　資料處理與分析 ------------------------------------------ 41
第五章　研究結果與討論 ---------------------------------------------- 45
第一節　人口統計分析 --------------------------------------------- 45
第二節　文化契合度與留職傾向等分析 ------------------------ 57
第三節　線性迴歸分析 --------------------------------------------- 65
第四節　價值觀傾向分析 ------------------------------------------ 68
第五節　其他相關問題之探討 ------------------------------------ 83
第六節　研究結果與假設之印證 --------------------------------- 87
第六章　結論及建議 ---------------------------------------------------- 88
第一節　個人與組織契合度的成果 ------------------------------ 88
第二節　本研究的限制 --------------------------------------------- 89
第三節　本研究供中油公司管理者及員工之參考 ----------- 90
第四節　對後續研究的建議 --------------------------------------- 93

參考文獻 ----------------------------------------------------------------- 94

參考文獻
一、中文部份：
丁虹、司徒達賢、吳靜吉，1988，「企業文化與組織承諾之關係研究」，台北：政大企研所：管理評論，頁173-198。
余德成，1992，員工離職意願之研究─以楠梓加工出口區女性員工為例，中山大學企業管理研究所碩士論文。
林鉦琴，1995，任務因素及文化因素對組織績效控制機制之影響，中山大學企業管理研究所碩士論文。
陳秋芳（Eds.），1994，管理者手冊，台北：中華企業管理發展中心。
陳家聲，1993，集團企業的企業文化研究，國科會研究論文。
黃開義，1984，工作特性、個人特質、領導型態與組織承諾對離職意願之影響，私立中原大學機械工程研究所碩士論文。
黃英忠，1989，現代人力資源管理，台北：華泰書局，頁395。
黃英忠、趙必孝，1991，「與產業內知覺之新工作比較，在離職模式內的因果關係研究」，台北：政大企研所：管理評論，頁117。
張紹勳、林秀娟，1990，Spss For Windows 統計分析，下冊，台北：松崗電腦圖書資料公司。
葉桂萍，1994，企業文化對組織生產力影響之研究，中山大學企業管理研究所碩士論文。
蔡坤宏，1999，「工作滿足與離職意圖關係之回顧：Meta分析」，台北：輔仁管理評論，第六卷第一期，頁21-36。
楊語芸譯，1994，心理學，台北：桂冠圖書股份有限公司，J. Darley, S. Glucksberg, R. Kinchla「Psychology」。
董玉娟，2000，工作－家庭衝突、組織社會化對留任意願影響之研究－以台商派駐大陸已婚員工為例，中山大學企業管理研究所博士論文。
樊景立，1978，紡織廠女作業員離職行為之研究，政大企研所碩士論文，頁21-28。
鄭乃壬，1992，國營事業人事制度與組織承諾關係之研究，中山大學企業管理研究所碩士論文。
曹國雄，1989，「員工流動原因之探討」，人力資源管理、勞工問題與企業發展研討會論文集，高雄：中山大學編印，頁184-186。
劉怡君，1994，企業文化與人事制度控制型態之關係研究─以在台多國籍企業為例，中山大學企業管理研究所碩士論文。
盧欽銘，1978，「Q技術」，收錄於社會及行為科學研究法，第二十三章，楊國樞等(編)，741~757，台北，東華書局。
蘇美容，2000，國營事業組織轉型中員工與企業文化契合度之研究－以台鹽公司為例，中山大學企業管理研究所碩士論文。
二、英文部份：
Barley, S. 1983. Semiotics and the study of occupational and organizational cultures. Administrative Science Quarterly, 28: 393-413.
Barley, S., Meyer, G., & Gash, D. 1988. Cultures of culture: Academics, practitioners, and the pragmatics of normative control. Administrative Science Quarterly, 33: 24-60.
Bem, D., & Allen, A. 1974. On predicting some of the people some of the time: The search for personality of situations. Psychological Review, 85: 485-501.
Block, J. 1978. The Q-sort method in personality assessment and psychiatric rearch. Palo Alto, CA:Consulting Psychologists Press.
Bluedorn, Allen C.A., 1982. Unified model of turnover from organization human relation, 35: 135-153.
Bowen, D. E., ledford, G. E., & Nathan, B. R. 1991. Hiring for the organization, not the job. Academy of Management Executive, 5: 35-51.
Bretz, R. D., & Judge, T. A.,1993. Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44: 32-54.
Byrne, D. 1969. Attitudes and attraction. In L. Berkowitz (Eds.), Advances in experimental social psychology, 4: 35-89. New York: Academic Press.
Cable, D. M., & Judge, T. A. 1996. Person-organization fit, job choice decision, and organizational entry. Organizational behavior and human decision processes, 67(3): 294-311.
Cable, D. M., & Judge, T. A. 1997. Interviewers’ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4): 546-561.
Caldwell, D. F., & O’Reilly III, C. A. 1990.　Measuring person-job fit with a profile-comparison process. Harvey Appointed Editor of Contemporary Psychology, p.648-657.
Chatman, J. A. 1989. Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14(3): 333-349.
Chatman, J. A. 1991. Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36: 459-484.
Diener, E., Larson, R. & Emmons, R. 1984.Person & Situation interactions: Choice of situations and congruence response models. Journal of Personality and Social Psychology, 47: 580-592.
Enz, C. 1988. The role of value congruity in intraorganizational power. Administrative Science Quarterly, 33: 284-304.
Ferris, G. R., & Judge, T. A. 1991. Personnel/human resource management: A political influence perspective. Journal of Management, 17:447-488.
Hackman, J. R., & Oldham, G. R. 1980. Work Redesign. Reading, MA: Addison-Wesley.
Hatch, M. J. 1997. Organization theory, Oxford University Press.
Hodgetts, R., & Luthans, F. 1997. Managing organizational culture and diversity, International Management, McGraw-Holl.
Hodgetts, R., & Luthans, F. 1997. International Management .
Hofstede, G., Neuijen, B., Ohayv, D. D., & Sanders, G. 1990. Measuring organizational cultures: A qualitative and quantitative study across twenty cases. Administrative Service Quarterly, 35: 286-318.
Holland, J. L. 1985. Making vocational choices: A theory of vocational personalities and work environments. Englewood Cliffs, NJ: Prentice Hall.
Hoppock, R. 1935. Job Satisfaction. NY: Harper and Brothers.
Hrebiniak, L. G. & Alluto, J. A. 1972. Personal and role-related factors in the development of organizational commitment. Administrative Science Quarterly, 17: 556.
Jackson, S. E., Brett, J. F., Sessa, V. I., Cooper, D. M., Julin, J. A., & Peyronnin, K. 1991. Some differencemake a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of Applied Psychology, 76: 675-689.
Joyce, W., & Slocum, J. 1984. Collective climate: Agreement as a basis for defining aggregate climates in organizations. Academy of Management Journal, 27: 721-742.
Kanter, R. M. 1968. Commitment and social Organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33: 499.
Luthans, F., & Davis, T. 1982. An idiographic approach to organizational behavior research: The use of single case experimental designs and direct measures. Academy of Management Review, 7: 380-391.
Mael, F. A. 1991. A conceptual rational for the domain and attributes of biodata items. Personnel Psychology, 44:763-792.
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. 1989. A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outment. Journal of Applied Psychology, 74: 424-432.
Mobley, W.H., 1977. Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62: 237-240.
Mobley, W.H., Griffeth,R.W., Hand, H.H. & Meglino, B.M. 1979. Review and conceptual analysis of the employee trunover process., Psychological Bulletin, 86: 493-522.
Morris, J. H. & Sherman, J. D. 1981. Generalizability of an organizational commitment model. Academy of Management Journal, 24: 512-526.
Nunnally, J. C. 1978. Psychometric theory. New York: McGraw-Hill.
O’Reilly III, C. A., Chatman, J., & Caldwell, D. F. 1991. People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3): 487-516.
Ouchi, W. & Wilkins, A. 1985. Organizational culture. In R. Turner (Eds.), Annual review of Sociology, 11: 457-483. Palo Alto, CA:Annual Reviews.
Porter, L. W. & Lawler, E. E. 1968. Mamagerial Attitudes and Performance, Homnwood. IL: Richard D. Irwin.
Rousseau, D. 1990. Quantitative assessment of organizational culture: The case for multiple measures. In B. Schneider (Eds.), Frontiers in industrial and Organizational psychology, 3: 153-192. San Francisco: Jossey-Bass.
Powell, G. N. 1984. Effects of job attributes and recruiting practices on applicant decisions: A comparison. Personnel Psychology, 37: 721-732.
Reichers, A. E. 1985. A review and reconceptualization of organizational commitment. Academy of Management Review, 10(3): 467-469.
Reichers, A. E. 1987. An interactionist perspective on newcomer socialization rate. Academy of Management Review, 12: 278-287.
Safforf III, G. S. 1986.　Culture traits strength and organizational performance: Moving beyond strong culture, Academy of Management Review, 13(4): 546-557.
Schein, E. H. 1981. Coming to a new awareness of organizational culture, Sloan Management Review.
Schein, E. H. 1990. Organization culture, American Psychology, 40: 437-453.
Schneider, B. 1987. The people make the place. Personnel Psychology, 40: 437-453.
Schwab, D. P., Rynes, S. L., & Aldag, R. J. 1987. Theories and research on job search and choice. In K. M. Rowland & G. R. Ferris (Eds.), Research in personnel and human resources management. 5: 126-166. Greenwich, CT: JAI Press.
Searshore, S. E., & Tabor, T. D. 1975. Job satisfaction indicators and their correlates. American Behavioual Scientist, 18: 333-368.
Siebl, C., & Martin, J. 1989. Organizational culture: A key to financial performance, Organizational Climate and Culture, 241-281.
Sheldon, M. E. 1971. Investments and involvement as mechanisms producing commitment to the Organization. Administrative Science Quarterly, 16: 143.
Smircich, L. 1983. Concepts of culture and organizational analysis. Administrative Science Quarterly, 28: 339-359.
Tom, V. 1971. The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6: 573-592.
Tsui, A. S., & O’Reilly III, C. C., 1989. Beyond simple demographic effects: The importance of relational demography in superior subordinate dyads. Academy of Management Journal, 32: 402-423.
Ullman, J. C. 1966. Employee referrals: Prime tool for recruiting workers. Personnel, 43: 30-35.
Van Maanen J., & Barley, S. R. 1984. Toward a theory of organization. In Barry M. S. and L. L. Cummings (Eds.) Research in Organizational Behavior, 6: 287-365. Greenwich, CT: JAI Press.
Wanous, J. P., & Colella, A. 1989. Organizational entry research: Current status and future directions. In G. R. Ferris & K. M. Rowland (Eds.), Research in personnel and human resources management, 7: 59-120. Greenwich, CT: JAI Press.
Wanous, J. P. 1980. Organizational entry: Recruitment, selection, and socialization of newcomers. Reading, MA: Addison-Wesley.
Weiss, H., & Adler, S. 1984. Personality and Organizational behavior. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior, 4: 1-50, Greenwich, CT:JAI Press.
Wild, R. 1970. Job need, job satisfaction, and job behavior of women manual workers. Journal of Applied Psychology, 54, p157-162.