工作適性的組織、群體及職務層次對工作滿意、工作績效與工作轉換意圖的同時效果—以台灣旅館業餐飲部員工為例_

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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、工作績效與工作轉換意圖的同時效果—以台灣旅館業餐飲部員工為例
作者：	黃培文
作者(外文)：	Pei-wen Huang
校院名稱：	國立中山大學
系所名稱：	人力資源管理研究所
指導教授：	黃英忠
學位類別：	博士
出版日期：	2004
主題關鍵詞：	工作適性；工作滿意；工作績效；工作轉換意圖；job performance；job change intention；job congruence；job satisfaction
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(13) 博士論文(9) 專書(2) 專書論文(0) 排除自我引用:13 共同引用:0 點閱:103

中文摘要
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績效與工作滿意的決定因素。工作的變異性可以由個人與組織、個人與群體或個人與職務任何一個層次單獨所解釋，但是，確認這三個層次間的關係，將更有助於我們了解為何不同層次的配適程度
對於工作滿意、工作績效與工作轉換意圖有不同的影響力，亦有助於發展工作適性策略，以提高生產力以及降低離職率。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、工作績效與工作轉換意圖的影響。
研究對象為台灣旅館業的餐飲部員工，本研究要求21家同意合作研究的旅館，各挑選出旅館內某個餐廳，再針對該餐廳的員工以普查方式進行問卷施測，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態度的影響力。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，工作績效越高，工作轉換意圖越低。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，對於員工的工作態度具有獨立效果與交互作用效果。

以文找文

SAbstract
tudies 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 performance and satisfaction. PO, PG or PJ fit can explain work variability separately, however, identification of their relationship will add to our understanding of why job performance, job satisfaction or job change intention differs in different levels of fit. This work will assist in the development of job congruence strategies to improve productivity and reduce turnover rates. This study examined if a directional relation exists among PO, PG and PJ fit and their impacts on job satisfaction, job performance and job change intention.
The participants in this study are food & beverage employees in the hotel industry in Taiwan. This study asked 21 cooperating hotels to choose one restaurant. Questionnaires were sent to all employees in the restaurant. 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 attitude. The findings showed that the higher the PO, PG and PJ fit, the higher the job satisfaction and performance and the lower the job change intention. Moreover, employees tradeoff different levels of fit in determining their job attitude. That is to say, PO, PG and PJ fit have independent and interactive impacts on job satisfaction, job performance and job change intention.

以文找文

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8.	高職校長變革領導、教師組織承諾、學校組織文化與學校競爭優勢關係之研究
9.	異文化管理與組織承諾之關係－並兼論企業倫理教育訓練之干擾效果
10.	部門別五大人格特質、組織承諾對減少護理人員離職意圖之研究
11.	校長領導行為教師工作價值觀與領導效能的係
12.	警察人員情緒勞動、心理資本、工作滿意與工作績效關係之研究
13.	轉換型領導、交易型領導與工作績效關係之研究－以自我效能為中介效果
14.	員工全人健康對工作績效之影響- 以工作滿意、工作倦怠為中介變項
15.	基層警察人員工作績效影響因素之研究：以臺中市警察局為例

1.	家長式領導對運動團隊文化的影響：團隊內互動的中介效果及運動動機的調節效果
2.	如何引導學生進行質性研究：以M超級市場為例
3.	心理需求滿足對運動志工動機與行為意圖影響之研究：自我決定理論之應用
4.	華人領導 : 理論與實際
5.	學校組織創新氣候與經營成效之關係 : 以高職研究為例
6.	幼兒教師實用智能與工作表現之相關研究
7.	高等教育行政全面品質管理 : 理論與實務
8.	工作價值、成功條件與公平 : 台灣民眾的長期分析
9.	高績效團隊(二)臺灣大學工商心理學研究室
10.	組織文化的研究反思
11.	組織忠誠
12.	華人文化與組織行為研究
13.	華人企業組織中的忠誠
14.	華人企業組織中的領導
15.	組織文化

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