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題名：工作適性的組織、群體及職務層次對工作滿意的同時效果--以臺灣旅館業餐飲部員工為例
書刊名：中山管理評論
作者：黃培文 引用關係
作者(外文)：Huang, Pei-Wen
出版日期：2007
卷期：15:2
頁次：頁465-497
主題關鍵詞：工作適性；工作滿意；Job congruence；Job satisfaction
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(5) 博士論文(8) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:5
  • 共同引用共同引用:207
  • 點閱點閱:40
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滿意的決定因素。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，及其對於工作滿意的影響。研究對象為台灣旅館業的餐飲部員工，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滿意的影響力。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。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，對於員工的工作滿意具有獨立效果與交互作用效果。
Studies 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 satisfaction. This study examined if a directional relation exists among PO, PG and PJ fit and their impacts on job satisfaction. The participants in this study are food & beverage employees in the hotel industry in Taiwan. 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 satisfaction. The findings showed that the higher the PO, PG and PJ fit, the higher the job satisfaction. Moreover, employees tradeoff different levels of fit in determining their job attitude. That is to say, PO, PO and PJ fit have independent and interactive impacts on job satisfaction.
期刊論文
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21.O'Reilly, Charles A. III、Chatman, Jennifer A.、Caldwell, David F.(1991)。People and organizational culture: a profile comparison approach to assessing person-organization fit。Academy of Management Journal，34(3)，487-516。  new window
22.Meglino, B. M.、Ravlin, E. C.、Adkins, C. L.(1989)。A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes。Journal of Applied Psychology，74(3)，424-432。  new window
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24.洪瑞斌、劉兆明(20030900)。工作價值觀研究之回顧與前瞻。應用心理研究，19，211-250。new window  延伸查詢new window
25.Klein, Katherine J.、Dansereau, Fred、Hall, Rosalie J.(1994)。Levels Issues in Theory Development, Data Collection, and Analysis。Academy of Management Review，19(2)，195-229。  new window
26.Ravlin, E. C.、Meglino, B. M.(1987)。Effect of values on perception and decision making: A study of alternative work values measures。Journal of Applied Psychology，72(4)，666-673。  new window
27.Harri, Sstanley G.、Mossholder, Kevin W.(1996)。The Affective Implications of Perceived Congruence with Culture Dimensions during Organizational Transformation。Journal of Management，22(4)，527-547。  new window
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30.Schneider, B.(1987)。The people make the place。Personnel Psychology，40(3)，437-453。  new window
31.Chatman, Jennifer A.(1989)。Improving interactional organizational research: A model of person-organization fit。Academy of Management Review，14(3)，333-349。  new window
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35.Seashore, Stanley E.、Taber, Thomas D.(1975)。Job Satisfaction Indicators and Their Correlates。American Behavioral Scientist，18(3)，333-368。  new window
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38.Matteson, M. T.、Ivancevich, J. M.(1984)。A Type A-B Person-work Environment Interaction Model for Examining Occupational Stress and Consequences。Human Relations，37，491-513。  new window
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42.黃英忠、黃培文、洪先進(2000)。高職餐飲教育課程設計與實務配合之研究。商管科技季刊，1(2)，249-262。new window  延伸查詢new window
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學位論文
1.丁虹(1987)。企業文化與組織承諾之關係研究(博士論文)。國立政治大學，臺北市。new window  延伸查詢new window
2.郭建志(1999)。文化契合與效能：臺灣集團企業之個案研究，0。new window  延伸查詢new window
圖書
1.Cannon-Bowers, J. A.、Salas, E.、Tannenbaum, S. I.、Volpe, C. E.(1995)。Team Effectiveness and Decision Making in Organizations。San Francisco, CA：Jossey-Bass Inc., Publishers。  new window
2.Trice, H. M.、Beyer, J. M.(1993)。The cultures of work organizations。Prentice-Hall。  new window
3.吳鐵雄、李坤崇、劉佑星、歐慧敏(1996)。工作價值觀量表之編製研究。臺北：行政院青年輔導委員會。  延伸查詢new window
4.林建煌(2001)。管理學。台北：智勝文化。  延伸查詢new window
5.Shaw, Marvin E.(1981)。Group Dynamics: The Psychology of Small Group Behavior。New York, NY：McGraw-Hill：Harper & Row。  new window
6.Smith, Patricia C.、Kendall, Lorne M.、Hulin, Charles L.(1969)。The measurement of satisfaction in work and retirement: A strategy for the study of attitudes。Rand McNally & Company。  new window
7.Weiss, D. J.、Dawis, R. V.、England, G. W.、Lofquist, L. H.(1967)。Manual for the Minnesota Satisfaction Questionnaire。Minneapolis：Industrial Relations Center, University of Minnesota。  new window
8.Kohlberg, Lawrence(1984)。The Psychology of Moral Development。Harper & Row Publishers。  new window
9.Hoppock, Robert(1935)。Job satisfaction。Harper。  new window
10.Jackson, S. E.(1992)。Team Composition in Organizational Settings: Issues in Managing an Increasingly Diverse Work Force。Group Process and Productivity。Newbury Park, CA。  new window
11.Klimoski, R. J.、Jones, R. G.(1995)。Staffing for Effective Group Decision Making: Key Issues in Matching People and Teams?。Team Effectiveness and Decision Making in Organizations。San Francisco, CA：Jossey-Bass。  new window
12.Davis, K.(1980)。Human Relations at Work。New York, NY：McGraw-Hill。  new window
13.Cooksey, R. W.、Cooksey, H. W.(1996)。Judgement Analysis: Theory, Method, and Applications。Judgement Analysis: Theory, Method, and Applications。San Diego, CA。  new window
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圖書論文
1.Edwards, J. R.(1991)。Person-job fit: A conceptual integration, literature review, and methodological critique。International review of industrial and organizational psychology。John Wiley & Sons。  new window
2.Patsfall, M. R.、Feimer, N. R.(1985)。The Role of Person-environment Fit in Job Performance and Satisfaction。Personality Assessment in Organizations。New York, NY：Praeger。  new window
3.Louis, M. R.(1990)。Acculturation in the Workplace: Newcomers as Lay Ethnographers。Organizational Culture and Climate。San Francisco, CA：Jossey-Bass。  new window
 
 
 
 
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