| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 李婉菱 | zh_TW |
| DC.creator | Wang-Ling Lee | en_US |
| dc.date.accessioned | 2008-6-28T07:39:07Z | |
| dc.date.available | 2008-6-28T07:39:07Z | |
| dc.date.issued | 2008 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=954207010 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 個案機構為政府於1973年立法設立之非營利科技研發財團法人，是一個具有多重產業技術領域的應用研究機構。隨著科技的發達，創新產品或產業發展所需的相關技術日趨複雜，個案機構規劃將組織做大幅度的調整，進行一系列提昇組織活力的變革活動，以便集中資源、整合科技，快速捕捉產業新機會。
組織結構的整合過程中，因涉及人員配置的改變，個案機構採用工作轉換機制協助員工在配合變革的當下，依其工作意願尋求適配的歸屬，希望能使既有人才穩定，不致因變革而流失，並且更加適才適所。
本研究即是希望能以個案機構之內部工作轉換機制為例，加入內外控人格特質以及個人背景的分析，評估其間的關係。綜合上述各項研究背景動機，本研究的研究目的如下列所述:
(一)探討內部工作轉換機制與個人與環境適配程度的關聯性。
(二)探討內外控人格特質及個人與環境適配程度的關聯性。
研究結果顯示，個案機構曾經有過內部轉職經驗的員工，整體而言支持內部工作轉換機制。依照員工自由意願所轉換的工作確實能夠有效提升轉職者之個人/工作配適、個人/主管配適以及個人/團隊配適程度，且個案機構中透過「內部工作轉換機制」轉換工作的轉職者，其內控傾向較高者無論在轉職後或者是轉職前，皆具有較高的個人與環境適配度。 | zh_TW |
| dc.description.abstract | This institution is a non-profit technology research and development organization which was established in 1973 according to law. It is a research organization with multi-industrial technology from all fields. With the development of technology, the related know-how demand by the innovative products or industrial developments is becoming complicated gradually, and for this reason the institution plans on a large reform on its organization, and proceeds to a serial revolutionary programs of promoting organizational energy for the sake of resource concentration, technology integration, and thus catching the new opportunities of industries.
During the integration process of organizational structure, due to the involvement in the change of personnel redeployment, the institution adopts the internal job change system in accordance with the revolutionary, and thus helping the personnel to find a suitable job according to their will, keeping the original talents from drafting away by the revolutionary, and bettering the idea of “right person for right place”.
This research attempts to take the institution’s internal job change system as an example by adding locus of control and demographic characteristics analysis to evaluate the relations in among. On the base of above research background and motives, the purposes of this study list as follows:
1.
To discuss the relationship between the internal job change system and person-environment fit.
2.
To discuss the relationship between locus of control and person-environment fit.
As the results of the research, the staff with internal transfer experience generally supports the internal job change system. The job shifting based on personnel’s free will certainly can promote the congruence of person-job fir, person-supervisor fit and person-team fit. Among the transferees who change their jobs via the internal job change system, those with higher internal locus of control have higher person-environment fit regardless of the circumstances before and after job transfer. | en_US |
| DC.subject | 工作轉換 | zh_TW |
| DC.subject | 內部招募 | zh_TW |
| DC.subject | 內部轉職 | zh_TW |
| DC.subject | 個人/工作適配 | zh_TW |
| DC.subject | 個人/主管適配 | zh_TW |
| DC.subject | 個人/團隊適配 | zh_TW |
| DC.subject | 內外控人格特質 | zh_TW |
| DC.subject | job change | en_US |
| DC.subject | person-environment fit | en_US |
| DC.subject | person-job fit | en_US |
| DC.subject | person-supervisor fit | en_US |
| DC.subject | person-team fit | en_US |
| DC.subject | locus of control | en_US |
| DC.title | 組織變革過程中內部工作轉換機制與個人特性對轉職者個人與環境適配程度之影響 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Effect of an Internal Job Change System and Personal Characteristics on Transferees’ Person-Environment Fit in the process of Organizational Change | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |