中文摘要
許多研究指出，個人與組織及個人與職務的配適度，對於個人的
工作態度有不同層次的影響力。另外，個人與群體的配適度亦被認為是工作績效與工作滿意的決定因素。工作的變異性可以由個人與組織、個人與群體或個人與職務任何一個層次單獨所解釋，但是，確認這三個層次間的關係，將更有助於我們了解為何不同層次的配適程度
對於工作滿意、工作績效與工作轉換意圖有不同的影響力，亦有助於發展工作適性策略，以提高生產力以及降低離職率。本研究的目的為探討個人與組織、個人與群體及個人與職務配適度之間的關係，及其對於工作滿意、工作績效與工作轉換意圖的影響。
研究對象為台灣旅館業的餐飲部員工，本研究要求21家同意合作研究的旅館，各挑選出旅館內某個餐廳，再針對該餐廳的員工以普查方式進行問卷施測，有效樣本數共計340名員工。統計方法上，以斯皮爾曼等級相關分析個人與環境各層次的配適度，以多元迴歸分析檢測各層次配適度對於工作態度的影響力。研究結果發現，個人與組織、群體及職務的配適程度越高，則工作滿意越高，工作績效越高，工作轉換意圖越低。其次，個人也會權衡不同層次的配適度，以決定工作態度。亦即，工作適性的組織、群體及職務層次，對於員工的工作態度具有獨立效果與交互作用效果。

SAbstract
tudies have shown that person-organization (PO) fit and person-job (PJ) fit will affect an individual’s work attitude. In addition, person-group (PG) fit has commonly been reported as a determinant to job performance and satisfaction. PO, PG or PJ fit can explain work variability separately, however, identification of their relationship will add to our understanding of why job performance, job satisfaction or job change intention differs in different levels of fit. This work will assist in the development of job congruence strategies to improve productivity and reduce turnover rates. This study examined if a directional relation exists among PO, PG and PJ fit and their impacts on job satisfaction, job performance and job change intention.
The participants in this study are food & beverage employees in the hotel industry in Taiwan. This study asked 21 cooperating hotels to choose one restaurant. Questionnaires were sent to all employees in the restaurant. The valid returned questionnaire sample was 340. The Spearman Correlation was used to analyze the fitness between the person and each level of environment. Multiple Regression was used to analyze the impact of each level of fit on job attitude. The findings showed that the higher the PO, PG and PJ fit, the higher the job satisfaction and performance and the lower the job change intention. Moreover, employees tradeoff different levels of fit in determining their job attitude. That is to say, PO, PG and PJ fit have independent and interactive impacts on job satisfaction, job performance and job change intention.

目 錄
頁次
第一章 緒論----------------------------------------------------------------------------------1
第一節 研究背景與動機----------------------------------------------------------------1
第二節 研究目的-------------------------------------------------------------------------5
第二章 文獻探討----------------------------------------------------------------------------7
第一節 工作適性的定義----------------------------------------------------------------7
第二節 工作適性的測量---------------------------------------------------------------14
第三節 工作滿意------------------------------------------------------------------------16
第四節 工作績效------------------------------------------------------------------------19
第五節 工作轉換意圖------------------------------------------------------------------22
第六節 相關實證研究------------------------------------------------------------------25
第三章 研究方法---------------------------------------------------------------------------30
第一節 分析架構------------------------------------------------------------------------30
第二節 研究假設------------------------------------------------------------------------31
第三節 抽樣與資料收集---------------------------------------------------------------35
第四節 變數與測量工具---------------------------------------------------------------36
第五節 統計分析方法------------------------------------------------------------------41
第六節 研究限制------------------------------------------------------------------------42
第四章 結果分析與討論------------------------------------------------------------------44
第一節 個人背景資料分析------------------------------------------------------------44
第二節 測量工具信度分析------------------------------------------------------------48
第三節 組織、群體與職務層次的配適度分析------------------------------------49
第四節 組織、群體與職務配適度的預測力分析---------------------------------51
第五節 假設驗證結果------------------------------------------------------------------69
第五章 結論與建議------------------------------------------------------------------------76
第一節 結論------------------------------------------------------------------------------76
第二節 建議------------------------------------------------------------------------------79
參考文獻---------------------------------------------------------------------------------------82
附錄一、研究計劃合作邀請函------------------------------------------------------------90
附錄二、問卷調查委託函------------------------------------------------------------------91
附錄三、經理級幹部問卷------------------------------------------------------------------92
附錄四、員工問卷---------------------------------------------------------------------------94
附錄五、問卷調查統計表-----------------------------------------------------------------100
附錄六、所有樣本（餐飲部員工）配適度分數統計表-----------------------------102
圖 目 錄
頁次
圖2-1 個人與組織配適的模式------------------------------------------------------------10
圖3-1 分析架構圖---------------------------------------------------------------------------30
圖4-1 組織配適與群體配適對工作滿意的交互作用---------------------------------55
圖4-2 組織配適、群體配適與職務配適對工作滿意的三階交互作用------------56
圖4-3 組織配適與職務配適對任務績效的交互作用---------------------------------57
圖4-4 組織配適與群體配適對任務績效的交互作用---------------------------------58
圖4-5 組織配適與群體配適對脈絡績效的交互作用---------------------------------59
圖4-6 組織配適與職務配適對任務績效的交互作用---------------------------------60
圖4-7 組織配適、群體配適與職務配適對脈絡績效的三階交互作用------------60
圖4-8 工作適性的獨立效果與交互作用效果的驗證---------------------------------73
圖4-9 技術層次分群的獨立效果的驗證-------------------------------------------------74
圖4-10 工作轉換頻率分群的交互作用效果的驗證------------------------------------74





















表 目 錄
頁次
表2-1 文獻回顧表---------------------------------------------------------------------------26
表4-1 經理級幹部個人背景資料分析表------------------------------------------------44
表4-2 餐飲部員工個人背景資料分析表------------------------------------------------45
表4-3 各量表信度分析---------------------------------------------------------------------48
表4-4 個人—職務配適度等級相關範例表---------------------------------------------49
表4-5 變數相關分析表---------------------------------------------------------------------53
表4-6 工作適性對工作滿意之多元層級迴歸分析表---------------------------------54
表4-7 工作適性對任務績效之多元層級迴歸分析表---------------------------------57
表4-8 工作適性對脈絡績效之多元層級迴歸分析表---------------------------------59
表4-9 工作適性對組織轉換意圖之多元層級迴歸分析表---------------------------61
表4-10 工作適性對群體轉換意圖之多元層級迴歸分析表---------------------------62
表4-11 工作適性對職務轉換意圖之多元層級迴歸分析表---------------------------63
表4-12 工作適性對工作滿意及任務績效之技術層次分群迴歸分析表------------64
表4-13 工作適性對脈絡績效及組織轉換意圖之技術層次分群迴歸分析表-------65
表4-14 工作適性對群體轉換意圖及職務轉換意圖之技術層次分群迴歸分析表-65
表4-15 工作適性對工作滿意及任務績效之工作轉換頻率分群迴歸分析表-------66
表4-16 工作適性對脈絡績效及組織轉換意圖之工作轉換頻率分群迴歸分析表-67
表4-17 研究假設驗證摘要表---------------------------------------------------------------71

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