本研究探討個人適配度、心理意義與當責、敬業精神之關係，並觀察組織支持之調節作用。本研究以線上發放問卷方式對具一年以上正職工作經驗者進行研究，最終蒐集440份有效問卷，並透過SPSS & AMOS進行信度分析、相關分析、階層迴歸分析及驗證性因素分析。研究證實(1)員工個人與工作適配度、個人與組織適配度及心理意義對於當責有正向關係；(2)當責對敬業精神有正向關係；(3)組織支持對個人適配度與當責有正向調節效果；(4)組織支持對員工心理意義與當責之調節效果。基於上述研究結果，本研究提出相關管理意涵與未來研究之建議。;This study aims to explore the relationships among person-job fit, person-organization fit, meaningfulness, accountability, and job engagement. The moderating effect of perceived organizational support is also explored. Online survey is conducted to collect data from the full- time employees and 440 copies of replied questionnaire are obtained. It is found that person-job fit, person-organization fit, and meaningfulness have positive relationships with employees’ accountability. Accountability has a positive relationship with employees’ job engagement. In addition, perceived organizational support moderates the relationships between person-job fit, person-organization fit, and felt accountability. Perceived organizational support moderates the relationship between meaningfulness and felt accountability. Drawn on the research findings, managerial implications and suggestions for future research are thus discussed.
