| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 張津婕 | zh_TW |
| DC.creator | Chin-chieh Chang | en_US |
| dc.date.accessioned | 2010-6-22T07:39:07Z | |
| dc.date.available | 2010-6-22T07:39:07Z | |
| dc.date.issued | 2010 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=974307021 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 本研究的主要目的為探討在高度專業導向的研發領域中，個人與組織適配程度高低與研發人員留任意願的高低是否為顯著正向關係、及確認與研發人員工作績效有關的開放學習性格之強弱是否會影響個人與組織適配度與研發人員留任意願的關係，以做為日後研發人員甄選的參考依據。
因此本研究採取相關分析、多元迴歸分析、及簡單線性迴歸模型等統計分析方式驗證研發人員的個人與公司政策適配、個人與管理者適配度、個人與同儕適配度是否會對組織留任意願及專業留任意願造成顯著影響，並確認開放學習性格在這個關係中是否具有調節效果。
研究結果發現：
1.個人與同儕適配度為個人與組織適配度的構面中對員工留任意願的影響最大。
2.開放學習性與專業留任意願的關聯大於組織留任意願的關聯
3.個人與組織適配度越高，研發人員的留任意願就越高
4.開放學習越強，個人與同儕的適配度與組織留任意願的正向關係越強。
5.開放學習性越強，個人與管理者適配度與組織留任意願的正向關係越弱。
6.開放學習越強，個人與同儕的適配度與專業留任意願的正向關係越強。
| zh_TW |
| dc.description.abstract | The major purpose of this study is to explore if there is positive relationship of the relevance of Person-Organization Fit level with intention to retain level on the high oriented professional RD field. In addition, to confirm if the strength openness style which is a part of Big Five with RD’s effectiveness will affect the relationship of “Person-Organization Fit” with “intention to retain level”.
This study uses correlation analysis, multiple regression analysis, and simple linear models statistical analysis to validate above issues. This report will be provided to M company for selection and management tools.
In this paper, we can find:
1. Person to Co-worker Fit is the greatest impact factor of “P-O Fit “dimensions on R&D’s intention to stay.
2. The interrelation between” Openness & Professional retention” is greater than “Openness & Organization retention”.
3. The higher “P-O Fit level”, R & D has higher intention to stay.
4. The positive interrelation between Person to Co-worker Fit with Organization retention is higher with stronger openness character’s.
5. The positive interrelation between Person-Supervisor Fit with Organization retention is weaker with stronger openness character’s.
6. The positive interrelation between Person-Co-worker Fit with Professional retention is higher with stronger openness character‘s.
| en_US |
| DC.subject | 干擾變項 | zh_TW |
| DC.subject | 專業留任意願 | zh_TW |
| DC.subject | 組織留任意願 | zh_TW |
| DC.subject | 留任意願 | zh_TW |
| DC.subject | 人格特質 | zh_TW |
| DC.subject | 個人與同儕適配 | zh_TW |
| DC.subject | 個人與管理者適配 | zh_TW |
| DC.subject | 個人與公司政策適配 | zh_TW |
| DC.subject | 個人與組織適配 | zh_TW |
| DC.subject | Professional retention | en_US |
| DC.subject | Personality | en_US |
| DC.subject | Organizational retention | en_US |
| DC.subject | intention to retain | en_US |
| DC.subject | Person to Co-worker Fit | en_US |
| DC.subject | Person-Supervisor Fit | en_US |
| DC.subject | Person-Company Fit | en_US |
| DC.subject | Person-Organization Fit | en_US |
| DC.title | 研發人員組織適配度與留任意願的關聯性探討-以人格特質為干擾變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relevance of R & D Person-Organization Fit on intention to retain- A personality traits as moderators | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |