個人與組織適配度對於員工工作滿意度、組織承諾及離職傾向之影響-以非營利組織為例

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洪維宏(Wei-Hung Hung) 查詢紙本館藏

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企業管理學系

論文名稱

個人與組織適配度對於員工工作滿意度、組織承諾及離職傾向之影響-以非營利組織為例

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本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

本研究以非營利組織（NPO）為例，探討個人與組織適配度（person-organization fit；P-O fit）對於員工的工作滿意度（job satisfaction）、組織承諾（organizational commitment）以及離職傾向（intention to leave）之影響。本研究將個人與組織適配度分為三個構面：個人與公司政策契合度（company fit）、個人與管理者契合度（supervisor fit）和個人與同儕契合度（co-worker fit），利用這三個構面探討與其他變數之間的關係。研究結果顯示個人與組織適配程度越高，越可以提高員工的工作滿意度，間接提高其組織承諾，並進而間接降低其離職傾向。

關鍵字(中)

★ 非營利組織
★ 離職傾向
★ 組織承諾
★ 工作滿意度
★ 個人與組織適配度

關鍵字(英)

論文目次

第一章?緒論……………………………………………………………………01
第一節?研究動機…………………………………………………………01
第二節?研究目的…………………………………………………………03
第三節?研究流程…………………………………………………………04
第二章?文獻探討………………………………………………………………05
第一節?個人與組織適配度………………………………………………05
第二節?工作滿意度………………………………………………………09
第三節?組織承諾…………………………………………………………12
第四節?離職傾向…………………………………………………………15
第五節?個人與組織適配度對於員工工作滿意度、組織承諾及離職傾
向的關係…………………………………………………………17
第三章?研究方法………………………………………………………………20
第一節?研究架構…………………………………………………………20
第二節?研究工具…………………………………………………………21
第三節?研究樣本特性描述………………………………………………23
第四節?研究分析方法……………………………………………………27
第四章?研究結果………………………………………………………………29
第一節?信度分析…………………………………………………………29
第二節?效度分析…………………………………………………………30
第三節?結構方程模式分析………………………………………………35
第五章?結論與建議……………………………………………………………42
第一節?研究結論…………………………………………………………42
第二節?研究貢獻與管理意涵……………………………………………45
第三節?研究限制與後續研究建議………………………………………47
參考文獻?………………………………………………………………………49
附錄問卷?………………………………………………………………………53

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指導教授

陳春希(Chun-Hsi Chen)

審核日期

2005-7-22

推文