人才是企業最重要的資產，企業透過招募與甄選的過程，其目的能夠找到工作能力相符合的優秀人才 (即：個人-工作適配; person-job fit)，或是與組織有共同理念的員工 (即：個人-組織適配; person-organization fit)；然而，自認為具有高個人-工作適配與高個人-組織適配的新進人員，是否能在到職後有好的工作表現或是願意長期留任呢？本研究將針對此議題進行深入探討，以釐清制度面的師徒關係、與個人特質中的盡責性和情緒穩定性是否干擾新進人員的個人-組織適配與個人-工作適配與其工作績效、離職傾向的關係，以及新進人員本身適配程度交互作用的影響。
本研究採取問卷調查法搜集資料，而樣本選擇以通過試用考核的新進人員為施測對象，主要鎖定在年資一年內之新進員工為主，且不限於產業。本研究共回收198份有效樣本，總計來自於20家公司。本研究結果發現：(1) 新進人員若已具高個人-工作適配，在減少師徒制的干擾下，則將呈現良好的工作績效；(2) 而在人格特質的干擾效果的探討結果呈現：高盡責性、情緒穩定性的新進人員，會強化其個人-組織適配與離職傾向之間的負向關係；(3) 新進人員個人-工作適配與個人-組織適配之交互作用下，對於工作績效的關係有顯著正向關係。
本研究綜合實證結果，提出以下幾點之管理實務意涵，以供實務界參考：(1)重視新進人員適配組合，加速新進人員的社會化；(2) 甄選高盡責性或是高情緒穩定性的新進人員，進而加強個人與組織適配的程度對日後留任的效果；(3) 針對不同經驗的新進人員實施不同社會化機制，讓員工更能適才適所。

In order to enhance newcomers' retention and performance, the present study explored the moderating roles of mentoring and newcomers' personality (conscientiousness and emotional stability) on the relationships between newcomers' perceived person-job fit, (P-J fit) person-organization fit (P-O fit) and their task performance and turnover intentions. The data was collected from newcomers who have passed probation with their organizational tenure less than one year. In total, 198 usable questionnaires were collected from 20 firms in Taiwan. The present study applied the hierarchical regression analysis to test our hypotheses. The results showed that: (1) when mentoring relationship is low, the positive relationship between newcomer P-J fit and task performance is strengthened; (2) when conscientiousness and emotional stability are high, the negative relationship between newcomers P-O fit and turnover intentions is strengthened; (3) the interaction between newcomer P-J fit and P-O fit is positively related to task performance.
Based on our findings, we proposed several practical implications as below: (1) organizations should pay attention to newcomers’ P-J, P-O fit, and their socialization processes; (2) using selection tools to hire newcomers with high conscientiousness and emotional stability; (3) organizations should apply different socialization practice for newcomers with different attributes.

目 錄
摘 要 i
Abstract ii
圖 次 v
表 次 vi
第一章 緒論 1
第二章 文獻探討 5
新進人員的工作績效與離職傾向：個人-組織及個人-工作適配的角色 5
師徒制對新進人員的適配與工作績效/離職傾向關係的干擾效果 8
人格特質對新進人員的適配與其工作績效/離職傾向關係的干擾效果 10
新進人員的個人-工作適配、個人-組織適配交互作用對其工作績效/離職傾向關係的影響 14
第三章 研究方法 16
一、研究架構 16
二、研究樣本與施測程序 17
三、研究工具 18
四、資料分析方式 21
第四章 研究結果 23
一、敘述性統計與相關分析 23
二、驗證性因素分析 24
三、假設檢定結果 25
第五章 結論與建議 32
一、研究結果 32
二、管理實務意涵 35
三、研究限制與未來研究建議 36
參考文獻 39
一、中文部份 39
二、英文部份 40
附錄 新進人員工作狀況之適應研究問卷 49
圖 次
圖 3 1研究架構 16
圖 4 1師徒制對D-A fit與工作績效關係之干擾效果 27
圖 4 2盡責性對個人-組織適配與離職傾向關係之干擾效果 29
圖 4 3神經質 (情緒穩定性)對個人-組織適配與離職傾向關係之干擾效果 29
圖 4 4 個人-組織適配對要求-能力適配與工作績效關係之干擾效果 30
表 次
表3 1 考核成績標準化說明 20
表4 1 各主要變數之相關係數矩陣 24
表4 2 師徒制、人格特質與新進人員要求-能力適配與工作績效關係的干擾效果 26
表4 3 師徒制、人格特質對新進人員個人-組織適配與離職傾向關係的干擾效果 28
表4 4 研究假設之結果摘要整理 30

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