個人與環境適配對工作態度與行為之影響__臺灣人文及社會科學引文索引資料庫

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題名：	個人與環境適配對工作態度與行為之影響
書刊名：	臺灣管理學刊
作者：	莊璦嘉／林惠彥
作者(外文)：	Chuang, Ai-chia／Lin, Hui-yen
出版日期：	2005
卷期：	5:1
頁次：	頁123-148
主題關鍵詞：	個人工作適配；個人組織適配；個人群體適配；個人主管適配；對照關係；Person-job fit；Person-organization fit；Person-group fit；Subordinate-supervisor fit；Contrasting relations
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(26) 博士論文(3) 專書(0) 專書論文(0) 排除自我引用:26 共同引用:25 點閱:74

本文同時探討不同的個人與環境適配（person-environment fit）與工作態度及行為之對照關係（contrasting relations）與遞增效度（incremental validity）。本研究將118位店長和285位店員配對，以階層迴歸（hierarchical regression）及Steiger（1980）的相關差異z檢定來驗證假設，結果顯示：對照於其他適配，工作、群體和組織適配與公民行為有最強相關；群體和組織適配與反績效行為有最強相關；群體和組織適配與組織承諾有最強相關；群體和組織適配與工作滿意度有最強相關；群體和組織適配與離職意圖有最強相關。遞增效度分析發現：對組織公民行為而言，組織與群體適配有外加於工作適配的效度；對組織承諾而言，群體、工作與個人適配有外加於組織適配的效度；對工作滿意而言，群體與個人適配有外加於組織適配的效度；對離職意圖而言，群體適配有外加於組織適配的效度。

以文找文

This study addresses contrasting relations and incremental validity of person-environment fit on various attitudinal and behavioral constructs. Using a sample of 118 attire store managers and 285 employees, the results from Steiger’s (1980) z test indicate that P-J, P-G, and P-O fits relate stronger to organizational citizenship behavior than S-S fit; P-G and P-O fits are more strongly associated with counterproductive behavior, organizational commitment, and job satisfaction than P-J and S-S fits. The analyses for incremental validities suggest that for organizational citizenship behavior, P-O and P-G fits have incremental validities over P-J fit; P-G, P-J, and S-S fits explain additional variances of organizational commitment over P-O fit; for job satisfaction, P-G and S-S fits have incremental validities over P-O fit; finally, for intention to leave, P-G fit has incremental validity over P-O fit.

以文找文

Other
1.	Steiger, J. H.(1980)。Tests for comparing elements of a correlation matrix。
2.	Schaubroeck J, Lam SK.(2002)。How similarity to peers and supervisors influences organizational advancement in different cultures。

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其他
1.	莊璦嘉、林惠彥(2003)。個人與主管適配、個人與工作適配、個人與群體適配、及個人與組織適配對員工工作態度和行為之影響。延伸查詢
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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。
2.	Murphy, K. R.(1989)。Dimensions of job performance。Testing: Applied and Theoretical Perspectives。New York：Praeger。
3.	Borman, Walter C.、Motowidlo, Stephan J.(1993)。Expanding the Criterion Domain to Include Elements of Contextual Performance。Personnel selection in organizations。Jossey-Bass。

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