近年來臺灣資訊產業逐漸由硬體製造轉型到軟體創作，在轉型的同時卻發生資訊產業與資訊系畢業生間「事找不到人，人找不到事」的矛盾，當全臺灣失業率不斷攀升的同時，軟體協會依然發佈人才需求孔急的訊息；而每年從學校正規教育出身的資訊系畢業生，也沒有因此在尋找工作時獲得顯著優渥的薪資待遇。本研究的目的即是從「契合度」的觀點出發，調查組織資訊部門主管及資訊系畢業生對契合度下的二種契合觀點－「工作屬性」與「組織價值觀」的落差；其次，亦從人口統計變數的觀點，了解不同性別、地區的資訊主管與資訊系畢業生在契合度上的認知的差異，進而從差異所在解釋目前臺灣資訊產業中理想人才與理想工作的落差。

依據本研究之研究目的與調查結果，本研究有以下的發現。

1. 資訊系畢業生與資訊主管契合度分析：新一代社會新鮮人具有創意、活力十足、對人性光明面態度，但忍受挫折能力較低的特性。而資訊主管則是期望新進員工能配合工作上的規範與需要，雖然資訊相關工作屬於需要大量思考性的工作，主管間對於嚴格工作規範有不同的認同，但與畢業生相比仍較支持工作規範的重要性。

2. 性別契合度分析：就整體來看，男性對於工作規範及業務需要的配合，或是對工作績效較為重視，偏向競爭、強硬及結果導向的工作價值觀；女性則重視工作中福利、環境並且崇向創意與尊重員工。

3. 地區別契合度分析：北部地區較南部地區重視報酬，不但是金錢上的報酬更包括整體工作環境及升遷路徑，同時亦重視工作中與同事、上司的人際關係，在價值觀中較重視以人性信任的態度並強調專業的價值；南部地區對倫理傳統仍有相當的重視，對變化的接受程度較低。

4. 其他人口統計變項契合度分析：首先，私立大學較國立大學資訊系畢業生更重視組織中穩定與強調績效表現的價值觀；其次，40歲以下資訊主管較40歲以上主管願意提供優厚的報酬條予新進員工，並對創意人性的價值觀較為認同；最後，軟體業較硬體業重視報酬的工作屬性，及認同組織價值觀中的創意人性、品德操守及尊重員工。

In recent years, the IT industry in Taiwan has gradually shifted from hardware manufacturing to software design. At the same time, conflict between IT industry and MIS graduates exists: CISA (Information Service Industry Association of China, Taipei) still claims the immense shortage of IT workers no matter how high the unemployment rate is. However, MIS graduates don’t get extraordinary pay due to this situation. There are two constructs used to describe the “fit”: person-job fit and person-organization fit. Based on the “fit” concept, the purpose of this research is to find out the gap between IT manager and MIS graduate as well as other demographic variables such as sex, area and industry.

According to the purposes of this research, we have discovered some important results:

a. Fit between IT manager and MIS graduate：Freshmen of the new generation are originative、energetic、optimistic but less durable for frustrations. IT managers tend to expect newcomers follow work rules and norms.

b. Fit between sex：General speaking, male tends to accept work rules and norms and prefers the value of competition and result-orientation. Female has more preferences to fringe benefits and work environment and uphold originality and respect.

c. Fit between areas：People living in the North Taiwan pay more attention on 「reward」and 「friendship」in work and agree with the value of profession and human nature. Morals and traditions are highly emphasized in the South Taiwan.

d. Fit between other demographic variables：First, MIS graduates of private universities place more importance on 「stability」and 「performance」than that of national universities. Second, IT managers under 40 years old have more willingness to offer higher reward conditions for Freshmen and more agreement with the value of 「creative humanity」. Finally, people in software service industry think highly of 「reward」and the value of 「creative humanity」、「morality」and 「respect」.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的及貢獻 4

第二章 文獻探討 5
第一節 契合度的定義 5
第二節 人與工作契合度 6
第三節 人與組織契合度 14

第三章 研究方法 21
第一節 研究概念 21
第二節 研究樣本 22
第三節 變數測量 22
第四節 資料分析方法 29

第四章　研究結果分析 31
第一節　描述性統計分析 31
第二節　各人口統計變項在工作屬性上的差異 34
第三節　各人口統計變項在組織價值觀上的差異 46

第五章 結論與建議 61
第一節　研究結論 61
第二節　研究限制 66
第三節　建議 67

參考文獻 70
附錄一 資訊系畢業生之問卷 76
附錄二 資訊主管之問卷 80

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