博碩士論文 108421014 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:11 、訪客IP:3.15.228.171
姓名 劉文心(Wen-Hsin Liu)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 個人適配度、心理意義、當責與敬業精神關係之研究:組織支持調節作用之探討
相關論文
★ 證券公司財務比率與股價關係之探討—以三家證券公司為例★ 主管與部屬交換關係品質、心理賦能對員工工作滿足之影響─內外控人格干擾效果之探討
★ 轉換型領導、團隊凝聚力、信任與組織公民行為之相關研究-以研發人員為例★ 跨國企業之供應商評選與管理–以A公司為例
★ 新產品開發流程及績效評估 – 以某電感製造廠M公司為例★ 主管與部屬交換關係對員工工作績效與組織公民行為之影響—以員工心理賦能為中介效果
★ 領導部屬交換關係、工作角色感知與工作績效之研究★ 工作角色感知、負向回饋探詢行為與工作績效之研究
★ 領導與部屬交換關係、組織公平知覺對員工的幫助行為意願與組織承諾之影響 — 以中國華東地區電子廠商為例★ 人格特質與心理契約對員工組織承諾與離職傾向之影響-以旅館飯店業為例
★ 人格特質、工作壓力、工作投入與組織公民行為之相關研究-以警政人員為研究對象★ 領導與部屬交換關係、信任、上司支持與組織公民行為之相關研究-以醫護人員為例
★ 面試情境之個人與組織契合度知覺對工作錄取決定之影響★ 企業履行社會責任對於員工工作滿意度和組織承諾以及工作績效之影響
★ 以多層次觀點探討群體互賴與組織公民行為之關係:群體凝聚力的中介影響★ 後進者技術獲取模式之研究─以LED與太陽能產業為例
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   至系統瀏覽論文 (2026-8-15以後開放)
摘要(中) 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。
摘要(英) 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.
關鍵字(中) ★ 個人與工作適配度
★ 個人與組織適配度
★ 心理意義
★ 當責
★ 組織支持
★ 敬業精神
關鍵字(英) ★ person-job fit
★ person-organization fit
★ meaningfulness
★ accountability
★ job engagement
★ perceived organizational support
論文目次 摘要 i
Abstract ii
目錄 i
圖目錄 iii
表目錄 iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 個人與工作適配度 5
第二節 個人與組織適配度 7
第三節 心理意義 11
第四節 當責 13
第五節 知覺組織支持 16
第六節 敬業精神 18
第七節 各研究變項之關係 20
第三章 研究方法與設計 23
第一節 研究架構 23
第二節 研究變項與測量工具 24
第三節 研究設計 27
第四節 研究分析方法 28
第四章 研究結果 30
第一節 研究樣本及描述性統計分析 30
第二節 驗證性因素分析 33
第三節 信度及相關分析 36
第四節 階層迴歸分析 38
第五章 結論與建議 45
第一節 研究結論 45
第二節 研究貢獻與管理意涵 47
第三節 研究限制與未來建議 49
參考文獻 51
附錄 60
參考文獻 Adelberg, S. & Batson, C.D. (1978). Accountability and helping: When needs exceed resources. Journal of Personality and Social Psychology, 36(4), 343-350.

Adkins, C.L., Russell, C.J. & Werbel, J.D. (1994). Judgments of fit in the selection process: The role of work value congruence. Personnel Psychology, 47(3), 605-623.

Afsar, B. & Badir, Y. (2017). Workplace spirituality, perceived organizational support and innovative work behavior: The mediating effects of person-organization fit. Journal of workplace Learning, 29(2), 95-109.

Aguinis, H. & Glavas, A. (2019). On corporate social responsibility, sensemaking, and the search for meaningfulness through work. Journal of Management, 45(3), 1057-1086.

Aiken, L.S. & West, S.G. (1991). Multiple Regression: Testing and Interpreting Interactions. Newbury Park. Sage publications Ltd.

Appu, A.V. & Kumar Sia, S. (2015). Organizational social support: A predictor of employees’ workplace creativity. Annamalai International Journal of Business Studies & Research (Special Issue), 5, 1-5.

Armeli, S., Eisenberger, R., Fasolo, P. & Lynch, P. (1998). Perceived organizational support and police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, 83(2), 288-297.

Astakhova, M.N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the U.S. and Japan, Journal of Business Research, 69(2), 956-963.

Baran, B.E., Shanock, L.R. & Miller, L.R. (2012). Advancing organizational support theory into the twenty-first century world of work. Journal of Business and Psychology, 27(2), 123-147.

Baumeister, R.F. (1982). A self-presentational view of social phenomena. Psychological Bulletin, 91(1), 3-26.

Blau, P. (1964). Exchange and Power in Social Life. New York, J. Wiley.

Bretz, R.D. & Judge, T.A. (1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44(1), 32-54.

Brinberg, D. & Castell, P. (1982). A resource exchange theory approach to interpersonal interactions. Journal of Personality and Social Psychology, 43 (8), 260-269.

Burga, R. & Rezania, D. (2017). Project accountability: An exploratory case study using actor–network theory. International Journal of Project Management, 35(6), 1024-1036.

Cable, D.M. & DeRue, D.S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.

O′Reilly, C.A. & Caldwell, D.F. (1990). Measuring person-job fit with a profile- comparison process. Journal of Applied Psychology, 75(6), 648-657.

Campbell, D.P. & Hansen, J.C. (1981). Manual for the Strong-Campbell Interest Inventory, Form T325 of the Strong Vocational Interest Blank. California: Stanford University Press.

Chartrand, J.M. (1991). The evolution of trait-and-factor career counseling: A person-environment fit approach. Journal of Counseling and Development, 69(6), 518-524.

Dalton, D.R., Daily, C.M., Ellstrand, A.E. & Johnson, J.L. (1998). Meta-analytic reviews of board composition, leadership structure, and financial performance. Strategic Management Journal, 19(3), 269-290.

Deci, E.L. & Ryan, R.M. (2012). Self-Determination Theory. Sage publications Ltd.

de Crom, N. & Rothmann, S. I. (2018). Demands-abilities fit, work beliefs, meaningful work and engagement in nature-based jobs. SA Journal of Industrial Psychology, 44(1), 1-12.

De Langhe, B., van Osselaer, S.M. & Wierenga, B. (2011). The effects of process and outcome accountability on judgment process and performance. Organizational Behavior and Human Decision Processes, 115(2), 238-252.

Demirtas, O., S.T. Hannah, K. Gok, K., Arslan, A., & Capar, N. (2017). The moderated influence of ethical leadership, via meaningful work, on followers’ engagement, organizational identification, and envy. Journal of Business Ethics, 145 (1), 183-199.

Dhir, S. & Shukla, A. (2018). The influence of personal and organisational characteristics on employee engagement and performance. International Journal of Management Concepts and Philosophy, 11(2), 117-131.

Dobbins, G.H. & Russell, J.M. (1986). The biasing effects of subordinate likeableness on leaders′ responses to poor performers: A laboratory and a field study. Personnel Psychology, 39(4), 759-777.

Edwards, J.R. (1991). Person-Job Fit: A Conceptual Integration, Literature Review, and Methodological Critique. New York: Wiley.

Edwards, J.R. (1996). An examination of competing versions of the person-environment fit approach to stress. Academy of Management Journal, 39(2), 292-339.

Edwards, J.R. (1996). An examination of competing versions of the person-environment fit approach to stress. Academy of Management Journal, 39(2), 292-339.

Eisenberger, R., Fasolo, P. & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.

Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.

Fleming, J.H., Coffman, C., & Harter, J.K. (2005). Manage your human sigma. Harvard Business Review, 83(7), 105-115.

Fornell, C. & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.

Frankl, V. (1992). Man’s Search for Meaning: An Introduction to Logotherapy. Boston: Beacon.

Frieder, R.E., Wang, G., & Oh, In‐Sue (2018). Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model. Journal of Applied Psychology, 103(3), 324-333.

Frink, D.D. & Klimoski, R.J. (1998). Toward a theory of accountability in organizations and human resource management. Research in Personnel and Human Resources Management, 16, 1-51.

Greguras, G.J. & Diefendorff, J.M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94, 465-477.

Hackman, J.R. & Oldham, G.R. (1980). Work Redesign. Reading, MA: Addison-Wesley.

Hair, J.F.Jr., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate Data Analysis (7th Ed.). Upper Saddle River: Prentice-Hall.

Hair, J.F., Anderson, R.E., Tatham, R.L., & Black, W.C. (1998). Multivariate Data Analysis (5th Edition). Prentice Hall College Div.

Hall, A.T., Bowen, M.G., Ferris, G.R., Royle, M.T., & Fitzgibbons, D.E. (2007). The accountability lens: A new way to view management issues. Business Horizons, 50(5), 405-413.

Hall, A.T., Frink, D.D., & Buckley, M.R. (2017). An accountability account: A review and synthesis of the theoretical and empirical research on felt accountability. Journal of Organizational Behavior, 38(2), 204-224.

Hall, A.T., Frink, D.D., Ferris, G.R., Hochwarter, W.A., Kacmar, C.J., & Bowen, M.G. (2003). Accountability in Human Resources Management. Greenwich, CT: Information Age.

Han, S.H., Sung, M., & Suh, B. (2021). Linking meaningfulness to work outcomes through job characteristics and work engagement. Human Resource Development International, 24(1), 3-22.

Hirschfeld, R.R. & Thomas, C.H. (2008). Representations of trait engagement: Integration, additions, and mechanisms. Industrial and organizational Psychology, 1(1), 63-66.

Hochwarter, W.A., Ferris, G.R., Gavin, M.B., Perrewé, P.L., Hall, A.T., & Frink, D.D. (2007). Political skill as neutralizer of felt accountability—job tension effects on job performance ratings: A longitudinal investigation. Organizational Behavior and Human Decision Processes, 102(2), 226-239.

Hochwarter, W.A., Perrewé, P.L., Hall, A.T., & Ferris, G.R. (2005). Negative affectivity as a moderator of the form and magnitude of the relationship between felt accountability and job tension. Journal of Organizational Behavior, 26, 517-534.

Hoffman, B.J. & Woehr, D.J. (2006). A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389-399.

Hulin, C.L. (2014). Work and Being: The Meanings of Work in Contemporary Society. Washington, DC: American Psychological Association.

Hulland, J. (1999). Use of partial least squares (PLS) in strategic management research: A review of four recent studies. Strategic Management Journal, 20(2), 195-204.

Ahmed, I., Ismail, W.K.W., Amin, S.M., & Nawaz, M.M. (2013). A social exchange perspective of individual guaxi network: Evidence from Malaysian Chinese employees. Chinese Management Studies, 7(1), 127-140.

Jensen, M.C. & Meckling, W.H. (1976). Theory of the firm: Managerial behavior, agency costs and ownership structure. Journal of Financial Economics, 3(4), 305-360.

Jungert, T., Van den Broeck, A., Schreurs, B., & Osterman, U. (2018). How colleagues can support each other′s needs and motivation: An intervention on employee work motivation. Applied Psychology, 67(1), 3-29.

Kahn, W.A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321-349.

Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.

Kahn, W.A. & Heaphy, E.D. (2014). Relational contexts of personal engagement at work. Employee Engagement in Theory and Practice. London : Routledge.

Katz, D. & Kahn, R.L. (1978). The Social Psychology of Organizations. New York: Wiley.

Krishnan, J. & Mary, V.S. (2012). Perceived organizational support-an overview on its antecedents and consequences. International Journal of Multidisciplinary Research, 2(4), 1016-1022.

Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals′ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.

Lauver, K.J. & Kristof-Brown, A. (2001). Distinguishing between employees’ perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59(3), 454-470.

Lawler, E.E. (1981). Pay and Organizational Development. New Jersey: Prentice Hall.

Le, P.B. & Lei, H. (2019). Determinants of innovation capability: the roles of transformational leadership, knowledge sharing and perceived organizational support. Journal of Knowledge Management, 23(3), 527-547.

Lewin, K. (1935). A Dynamic Theory of Personality. New York, NY, US: McGraw-Hill.

Macey, W.H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.

Marzara, M. (2016). The impact of organizational culture on individuals’ decisions to join, stay, or leave an organization. Theses and Dissertations, 704, 1-33.

Matuska, K.M. & Christiansen, C.H. (2008). A proposed model of lifestyle balance. Journal of Occupational Science, 15(1), 9-19.

May, D.R., Gilson, R.L., & Harter, L.M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37.

Michaelson, C. (2005). Meaningful motivation for work motivation theory. Academy of Management Review, 30(2), 235-238.

Neves, P. & Eisenberger, R. (2014). Perceived organizational support and risk taking. Journal of Managerial Psychology, 29(2), 187-205.

Nunally, J.C. & Bernstein, I. (1978). Psychometric Theory. New York McGraw.

Oh, I.S., Guay, R.P., Kim, K., Harold, C.M., Lee, J.H., Heo, C.G., & Shin, K.H. (2014). Fit happens globally: A meta-analytic comparison of the relationships of person-environment fit dimensions with work attitudes and performance across east Asia, Europe, and North America. Personnel Psychology, 67(1), 99-152.

Olivier, A.L. & Rothmann, S. (2007). Antecedents of work engagement in a multinational company. South African Journal of Industrial Psychology, 33(3), 49-56.

Piasentin, K.A. & Chapman, D.S. (2006). Subjective person-organization fit: bridging the gap between conceptualization and measurement. Journal of Vocational Behavior, 69(2), 202-221.

Resick, C.J., Baltes, B.B., & Shantz, C.W. (2007). Person-organization fit and work-related attitudes and decisions: Examining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, 92(5), 1446-1455.

Rhoades, L. & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.

Roberts, J. (1991). The possibilities of accountability. Accounting, Organizations and Society, 16(4), 355-368.

Rosso, B.D., Dekas, K.H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91-127.

Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619.

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, 395-426.

Schaufeli, W.B., Bakker, A.B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.

Schaufeli, W.B., Salanova, M., Gonzalez-Roma, V., & Bakker, A.B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.

Schein, E.H. (2004). Organizational Culture and Leadership. London: Wiley

Schlenker, B.R. & Weigold, M.F. (1989). Self-Identification and Accountability. Lawrence Erlbaum Associates, Inc.

Sekiguchi, T. (2007). A contingency perspective of the importance of PJ fit and PO fit in employee selection. Journal of Managerial Psychology, 22(2), 118-131.

Simosi, M. (2012). Disentangling organizational support construct. Personnel Review, 41(3), 301-320.

Singh, M.K.H. & Tarofder, A.K. (2020). Antecedents of job engagement, job diversification, job flexibility, job satisfaction and intention to leave among female millennials in Malaysia. Journal of Critical Reviews, 7(13), 1539-1552.

Soane, E., A. Shantz, K., Alfes, C., Truss, C., Rees, C., & Gatenby, M. (2013). The association of meaningfulness, well-being, and engagement with absenteeism: A moderated mediation model. Human Resource Management, 52 (3), 441-456.

Spreitzer, G.M., Kizilos, M.A., & Nason, S.W. (1997). A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction, and strain. Journal of Management, 23, 679-704.

Steger, M.F. & Dik, B.J. (2010). Work as Meaning. Oxford, UK: Oxford University Press.

Suifan, T.S., Abdallah, A.B. & Al Janini, M. (2018). The impact of transformational leadership on employees’ creativity: The mediating role of perceived organizational support. Management Research Review, 41(1), 113-132.

Sun, R.S., Peng, S.Y., & Pandey, S.K. (2014). Testing the effect of person- environment fit on employee perceptions of organizational goal ambiguity. Public Performance & Management Review, 37(3), 465-495.

Tetlock, P.E. (1983). Accountability and the perseverance of first impressions. Social Psychology Quarterly, 46(4), 285-292.

Tseng, L.M. & Yu, T.W. (2016). How can managers promote salespeople’s person-job fit? The effects of cooperative learning and perceived organizational support. The Learning Organization, 23(1), 61-76.

Turner, J.C. (1984). Social Identification and Psychological Group Formation. Cambridge, England: Cambridge University Press.

van Vianen, A.E. (2018). Person-environment fit: A review of its basic tenets. Annual Review of Organizational Psychology and Organizational Behavior, 5, 75-101.

Vecchione, M., Schwartz, S.H., Alessandri, G., Döring, A.K., Castellani, V., & Caprara, M.G. (2016). Stability and change of basic personal values in early adulthood: An 8-year longitudinal study. Journal of Research in Personality, 63, 111-22.

Verquer, M.L., Beehr, T.A., & Wagner, S.H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63(3), 473-489.

Villa, J.R., Howell, J.P., Dorfman, P.W., & Daniel, D.L. (2003). Problems with detecting moderators in leadership research using moderated multiple regressions. Leadership Quarterly, 14, 3-23.

Vroom, V.H. (1964). Work and Motivation. New York: Wiley.

Wen, J., Huang, S.S. & Hou, P. (2019). Emotional intelligence, emotional labor, perceived organizational support, and job satisfaction: A moderated mediation model. International Journal of Hospitality Management, 81, 120-130.

Werbel, J.D. & Gilliland, S.W. (1999). Person-Environment Fit in the Selection Process. Stamford: JAI Press.

Wheaton, B. (1987). Assessment of fit in overidentified models with latent variables. Sociological Methods & Research, 16(1), 118-154.

Widodo, S., Sahono, B., Agustina, E., Suryosukmono, G., & Pareke, F. (2020). Person-job fit, person-organization fit and the effect on employee performance: Organizational commitment as mediator role. Psychology and Education Journal, 57(9), 5257-5269.

Wilk, S.L. & Sackett, P.R. (1996). Longitudinal analysis of ability-job complexity fit and job change. Personnel Psychology, 49(9), 937-967.

Young, H.R., Glerum, D.R., Wang, W., & Joseph, D.L. (2018). Who are the most engaged at work? A meta‐analysis of personality and employee engagement. Journal of Organizational Behavior, 39(10), 1330-1346.

Zacher, H., Feldman, D.C., & Schulz, H. (2014). Age, Occupational Strain, and Well-Being: A Person-Environment Fit Perspective. Bingley: Emerald.

Zhong, L., Wayne, S.J., & Liden, R.C. (2016). Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations: A cross‐level investigation. Journal of Organizational Behavior, 37(6), 823-844.

Zhou, J. & George, J.M. (2001). When job dissatisfaction leads to creativity: encouraging the expression of voice. Academy of Management Journal, 44(4), 682-696.
指導教授 陳春希(Chun-Hsi Chen) 審核日期 2021-9-29
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明