|Author's Email Address
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||Human Resource Management|
|Type of Document
||The effects of the ideology of practical management on person-organization fit|
|Date of Defense
||Research on person-organization fit suggests that a good fit between individual and organizational values results in positive outcomes for individual’s behaviors and attitudes. If an organization has a “strong culture” with a “good fit”, beliefs and behavior, it normally demonstrates a high level of corporate performance. Therefore, organizations attempt to influence their members, inspire individuals to think and to act in accordance with organizational interests by practice. The purpose of this study was to investigate the effects of the ideology of practical management on person-organization fit and employee's effectiveness. Questionnaires, based on the interviewee data fields used and the key factors resulting from the original quantitative studies, were developed and tested in 2002. The subjects in the study were the realtors beyond one year experience in Taiwan’s largest real estate agency company. A total of 484 questionnaires were distributed. Of which 341 were valid. Data collected from the questionnaires was analyzed using reliability analysis, correlation analysis, and regression analysis. The results of the research were as follows:|
1. There was a significant positive correlation between the ideology of practical management and person-organizational culture fit.
2. Perception model of the ideology of practical management had a significant positive influence on person-organizational culture fit.
3. No significant relationship between personal-organizational culture fit and employee's effectiveness.
According to these findings, we propose suggestions for increasing cultural fit and reducing cultural differences between individual and organizational values.
||Jeng-jsung Huang - chair|
De-cheng Yu - co-chair
Chin-kang Jen - advisor
indicate in-campus access in a year and off_campus not accessible|
|Date of Submission