過去實證研究發現，新進人員的個人-工作適配 (包括：需求-供給適配、要求-能力適配)分別對於員工態度與行為有著不同的影響；對於新進人員而言，若在此兩個構面未能達到適配，將會造成離職或者績效低落等問題。因此，如何彌補新進人員工作不適配造成的衝擊，是本研究想探討的重點。本研究從心理需求滿足、工作調適的觀點切入，探討新進人員多重環境適配知覺 (即：新進人員知覺個人-組織適配、個人-群體適配、個人-主管適配、個人-導師適配)對於其個人-工作不適配與離職行為、工作績效關係的干擾效果。
本研究透過不同時間點的研究設計，透過問卷蒐集高科技公司之新進人員的資料，總計有效問卷為206份。研究發現，當新進人員與其組織與群體越適配時，能夠彌補其需求-供給不適配與離職行為的正向關係；而新進人員與導師越適配時，亦能彌補其要求-能力不適配與工作績效的負向關係。另一有趣的發現，新進人員與主管越契合，卻反而會強化其要求-能力不適配與工作績效的負向關係。最後，本研究依據研究結果，提出以下管理意涵，供實務界參考：(1)瞭解新進人員對於工作的期許與需求、提供新進人員必要的專業訓練；(2)加強新進人員對組織核心價值觀與信念的深化；(3)營造高向心力的部門或工作團隊；(4)主管應適時給予新進人員關懷與鼓勵；(5)應為新進人員指派合適的資深同仁擔任導師。
關鍵詞：新進員工、個人-工作適配、個人-組織適配、個人-群體適配、個人-主管適配、個人-導師適配、離職行為、工作績效。

Past studies have found that newcomers’ person-job fit (including needs-supplies fit and demands-abilities fit) can uniquely influence their work attitudes and performance. When newcomers misfit with their job in these two aspects, they are more likely to perform poorly and even leave the organization. Therefore, how to reduce the negative impacts caused by newcomers’ person-job misfit is the focus of this study.
The present study applied a longitudinal research design to collect data from 206 newcomers in a Taiwanese High-tech company at three different time points, and investigated the predictive effects of newcomer person-job (P-J) misfit on actual turnover and job performance as well as the buffering effects of multiple person-environment perceptions (i.e., person-organization fit, person-group fit, person-supervisor fit, and person-mentor fit).
The results of hierarchical regression analyses showed that newcomers’ perceived P-O fit and P-G fit weakened the positive relationship of N-S misfit and actual turnover. In addition, perceived P-M fit attenuated the negative relationship between D-A misfit and newcomer’s performance. It is surprising that perceived P-S fit strengthened the negative relationship between D-A misfit and newcomer’s performance. Based on the result of the study, the theoretical and managerial implications were discussed.
Keywords: Newcomers, Person-job fit, Person-organization fit, Person-group fit, Person-supervisor fit, Person-mentor fit, Actual turnover, Job performance.

誌謝 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第二章 文獻探討與假設推導 6
第一節 新進人員個人-工作不適配與離職行為、工作績效的關係 6
第二節 多重環境適配在個人-工作不適配時所扮演的角色：心理需求滿足與工作調適的觀點 9
第三節 新進人員需求-供給不適配與離職行為的關係：個人-組織適配、個人-群體適配的干擾效果 11
第四節 新進人員要求-能力不適配與工作績效的關係：個人-主管適配、個人-導師適配的干擾效果 14
第三章 研究方法 18
第一節 研究架構 18
第二節 研究樣本與施測程序 18
第三節 研究工具 20
第四節 資料分析方式 23
第四章 研究結果與討論 25
第一節 敘述性統計與相關係數分析 25
第二節 驗證性因素分析 27
第三節 假設檢定 27
第五章 結論與建議 33
第一節 理論意涵 33
第二節 管理意涵 35
第三節 研究限制與未來研究建議 36
參考文獻 38
附錄 53

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