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題名：工作價值落差與工作態度之關聯
書刊名：彰化師大教育學報
作者：林惠彥／陸洛 引用關係／佘思科
作者(外文)：Lin, Hui-yen／Lu, Luo／She, Ssu-ke
出版日期：2011
卷期：19
頁次：頁13-30
主題關鍵詞：工作價值觀；工作價值落差；工作滿足；組織承諾；離職傾向；Psychological preferences of job characteristics；Work values；Lack of fit between personal preferences and actual job characteristics；Job satisfaction；Organizational commitment；Turnover intention
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(8) 博士論文(1) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:8
  • 共同引用共同引用:88
  • 點閱點閱:114
本研究衍伸Edwards（1991）個人與工作契合之需求與供給概念，探討工作者之工作價值觀與工作現況之間是否存在不契合之情況，並進一步討論工作價值不契合對個人之工作態度的關聯。本研究依據Super（1970）「工作價值觀量表」及其他學者的相關建構，將工作價值觀分為七個項目：工作保障、高收入、升遷機會、工作有趣、工作獨立、可幫助人與回饋社會，以自陳式量表方式施測。研究資料來自「台灣社會變遷基本調查」計劃，選取1,122位全職工作者為分析對象。主要研究結果為：1.工作價值觀與工作現況間之落差，對工作滿足、組織承諾、離職傾向具有解釋力。2.個別預測因子為：（1）保障落差、收入落差、升遷落差與有趣落差可預測工作滿足。（2）保障落差、收入落差、有趣落差與助人落差可預測組織承諾。（3）保障落差、升遷落差、有趣落差與回饋落差可預測離職傾向。
The purpose of the study is two-fold: to describe psychological preferences of job characteristics among Taiwanese employees; to examine the effects of lack of fit between personal preferences and actual job characteristics on employees' work attitudes and life satisfaction. Our analyses were based on data from 2005 Taiwan Social Change Survey (TSCS), using nationwide representative sample of 1,122 individuals with full-time jobs. Both personal preferences and actual job characteristics were measured basing on Super's (1970) Work Values Scale, including seven dimensions: job security, income, promotion, interesting work, independence, helping people, and benefiting the society. Main findings are as below: 1. Overall lack of fit between personal preferences and actual job characteristics has negatively related to employees' job satisfaction, organizational commitment, and positively related to employees' turnover intention.2. Lack of fit between personal preferences and actual job characteristics along dimensions of job security, income, promotion, and interesting work predicted employees' job satisfaction; those along dimensions of job security, income, interesting work and helping people predicted employees' organizational commitment; those along dimensions of job security, promotion, interesting work and benefiting the society predicted employees' turnover intention.
期刊論文
1.陸洛、謝碧霞、潘君鳳(20090900)。職場性別公平現況與性別公平知覺對工作態度之影響--臺灣全國樣本之分析。管理實務與理論研究，3(3)，78-102。new window  延伸查詢new window
2.Smith, T. W.、Kim, J.、Koch, A.、Park, A.(2006)。Social science research and the general social surveys。Comparative Sociology，5(1)，33-43。  new window
3.Caldwell, D. F.、O'Reilly, C. A. III(1990)。Measuring Person-job Fit Using a Profile Comparison Process。Journal of Applied Psychology，75(6)，648-657。  new window
4.Super, Donald E.(1980)。A life-span, life-space approach to career development。Journal of Occupational Psychology，52(2)，129-148。  new window
5.Cable, D. M.、Parsons, C. K.(2001)。Socialization tactics and person-organization fit。Personnel Psychology，54，1-23。  new window
6.Arnold, H. J.、Feldman, D. C.(1982)。A multivariate analysis of the determinants of job turnover。Journal of Applied Psychology，67(3)，350-360。  new window
7.Miller, H. E.、Katerberg, R.、Hulin, C. L.(1979)。Evaluation of the mobley and hollingsworth model and employee turnover。Journal of Applied Psychology，64(5)，509-517。  new window
8.Morrow, Paula C.(1983)。Concept Redundancy in Organizational Research: The Case of Work Commitment。Academy of Management Review，8(3)，486-500。  new window
9.Scarpello, Vida、Campbell, John P.(1983)。Job satisfaction: Are all the parts there?。Personnel Psychology，36(3)，577-600。  new window
10.Portes, Alejandro(1973)。The factorial structure of modernity: Empirical replications and a critique。American Journal of Sociology，79(1)，15-44。  new window
11.Saks, A. M.、Ashforth, B. E.(1997)。A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes。Personnel Psychology，50(2)，395-426。  new window
12.Pryor, Robert(1979)。In Search of a Concept: Work Values。Vocational Guidance Quarterly，27(3)，250-258。  new window
13.Chatman, Jennifer A.(1991)。Matching people and organizations: Selection and socialization in public accounting firms。Administrative Science Quarterly，36(3)，459-484。  new window
14.夏林清、游慧卿(19831000)。工作價值觀問卷介紹與初步修訂報告。測驗與輔導，60，1030-1036。  延伸查詢new window
15.Gallagher, Daniel G.、Parks, Judi McLean(2001)。I Pledge Thee My Troth Contingently: Commitment and the Contingent Work Relationship。Human Resource Management Review，11(3)，181-208。  new window
16.陸洛、翁克成(20070200)。師生的心理傳統性與現代性、關係契合性對師生互動品質及學生心理福祉的影響。本土心理學研究，27，81-118。new window  延伸查詢new window
17.莊璦嘉、林惠彥(20050200)。個人與環境適配對工作態度與行為之影響。臺灣管理學刊，5(1)，123-148。new window  延伸查詢new window
18.Schneider, B.(1987)。The people make the place。Personnel Psychology，40(3)，437-453。  new window
19.黃國隆(19950800)。臺灣與大陸企業員工工作價值觀之比較。本土心理學研究，4，92-147。new window  延伸查詢new window
20.Schwartz, Shalom H.(1992)。Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries。Advances in Experimental Social Psychology，25，1-65。  new window
21.Podsakoff, Philip M.、Organ, Dennis W.(1986)。Self-Reports in Organizational Research: Problems and Prospects。Journal of Management，12(4)，531-544。  new window
22.Chatman, Jennifer A.(1989)。Improving interactional organizational research: A model of person-organization fit。Academy of Management Review，14(3)，333-349。  new window
23.Edwards, J. R.、Cable, D. M.、Williamson, I. O.、Lambert, L. S.、Shipp, A. J.(2006)。The phenomenology of fit: Linking the person and environment to the subjective experience of person-environment fit。Journal of Applied Psychology，91(4)，802-827。  new window
24.Cable, Daniel M.、Judge, Timothy A.(1996)。Person-Organization Fit, Job Choice Decisions, and Organizational entry。Organizational Behavior and Human Decision Processes，67(3)，294-311。  new window
25.Kristof, Amy L.(1996)。Person-organization fit: An integrative Review of its conceptualizations, measurement, and implications。Personnel Psychology，49(1)，1-49。  new window
26.Mobley, William Hodges(1977)。Intermediate Linkages in the Relationship between Job Satisfaction and Turnover。Journal of Applied Psychology，62(2)，237-240。  new window
27.Cable D. M.、Judge. T. A.(1997)。Interviewers’ perceptions of person-organization fit and organizational selection decisions。Journal of Applied Psychology，82，546-561。  new window
28.Tinsley, H. E. A.(2000)。The congruence myth: an analysis of the efficacy of the person-environment fit model。Journal of Vocational behavior，56，147-179。  new window
29.Dinen, B. R.、Ash, S. R.、Noe, R. A.(2002)。A web applicant attraction: Person-organization fit in the context of web-based recruitment。Journal of Applied Psychology，87(4)，723-734。  new window
30.Furnham, A.、Scheaffer, R.(1984)。Person-environment fit, job satisfaction and mental health。Journal of Occupational Psychology，57，295-307。  new window
31.Holland, J. L.(1973)。Applying an occupational classification to a representative sample of work histories。Journal of Applied Psychology，58(1)，34-41。  new window
32.Lu, L.、Lin, L.(2002)。Work values and job adjustment of Taiwanese workers。Research and Practice in Human Resource Management，10(2)，70-76。  new window
會議論文
1.蔡維奇、紀乃文、陳皓怡、楊美玉、鄭妃君(2007)。個人-工作適配量表發展：多元構面觀點。2007年TAOM學術論文研討會，台灣組織與管理協會［主辦］ 。臺北。new window  延伸查詢new window
學位論文
1.藍偉峯(2003)。領導風格、組織文化、工作滿足與離職傾向之關係研究--以技職院校教師為研究對象(碩士論文)。國立成功大學，台南市。  延伸查詢new window
圖書
1.鄭伯壎、黃國隆、郭建志(1998)。海峽兩岸之企業文化。臺北：遠流。  延伸查詢new window
2.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
3.Super, D. E.(1970)。Manual for the Work Values Inventory。Chicago：Riverside Publishing Company。  new window
4.Rokeach, M.(1975)。The Nature of Human Values。New York：Free Press。  new window
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
 
 
 
 
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