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題名:文化契合與效能:台灣集團企業之個案研究
作者:郭建志 引用關係
作者(外文):Kuo Chien-Chih
校院名稱:國立臺灣大學
系所名稱:心理學研究所
指導教授:鄭伯壎
學位類別:博士
出版日期:1999
主題關鍵詞:多重文化契合集團文化產業文化本業文化
原始連結:連回原系統網址new window
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  • 被引用次數被引用次數:期刊(16) 博士論文(10) 專書(1) 專書論文(4)
  • 排除自我引用排除自我引用:13
  • 共同引用共同引用:0
  • 點閱點閱:45
目前有關個人與文化契合(person-culture fit)的研究,皆在探討文化契合的普同功能,尚未以多重文化契合的概念來進行實證研究,區變不同類型的文化契合對員工個人工作效能的影響。再者,若以研究本土化的概念來看待組織文化的研究,台灣的集團企業是尚待耕耘的一個領域,因其有異於西方大型企業,甚或東亞的日本財團及韓國財閥的本土特色。就台灣的集團企業而言,員工個人位處在組織、集團、與產業的環境中,因而有個人-組織、個人-產業、及個人-集團三種文化契合類型,本研究的目的旨在探討不同的文化契合類型對組織成員的影響效果。此外,組織文化與產業文化或集團文化的契合,以及其契合程度對組織績效的影響,也是本研究的目的之一。
本研究以一家台灣集團企業為研究對象,以其旗下27家分子企業的983位員工為樣本,分別測量其文化價值觀(包括個人價值觀、組織價值觀、產業價值觀、及集團價值觀)、組織承諾、工作滿意、及離職意願,此外並蒐集員工的考績與升遷幅度資料,以及組織的主觀績效與客觀績效。結果發現:(1)對員工個人的工作效能而言,除了個人-組織文化契合對其有顯著影響力外,個人-產業及個人-集團的文化契合也具有相當的影響力,顯示此三類文化契合皆會影響員工的工作效能。(2)經由路徑分析(path analysis)發現,文化契合經由組織承諾影響員工的工作滿意、離職意願、及工作績效表現。(3)台灣集團企業旗下之公司,在文化上較貼近集團文化,而與產業文化有一定之差距。(4)當分子企業之文化與集團文化相契合,而又能貼近產業文化時,其組織績效較佳;當分子企業具有獨特的文化,與集團或產業文化均疏離時,其組織績效較差。最後,本研究針對上述研究結果做更深層的探討,並說明在管理實務上的意涵。
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