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：86

、訪客IP：3.14.247.243

姓名	洪氵蓉霜(Jung-Shuang Hung)  查詢紙本館藏	畢業系所	人力資源管理研究所在職專班
論文名稱	員工適配、工作成長動機與持續工作動機關聯性之研究：員工與主管、工作及組織適配的多元效果
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]   [檢視]  [下載] 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)	人力資源不僅是組成組織的重要基礎，還是組織運作的主要驅動來源。對於組織經營來說，員工是最重要的奠基石，也是提升競爭力的核心。然而，以台灣的勞動市場發展而言，歸因於日益嚴峻的人口高齡化（population ageing）現象和少子化（low fertility rate）問題，已連帶造成整體勞動人口逐漸減少和勞動力短缺困境，而其中關鍵來自大量員工選擇提前離開職場或退休。因此，如何設法增加在職員工的持續工作動機，已成為各組織、公司和政府最為關心的議題。 本研究由適配理論的觀點出發，同時探討個人與工作適配、個人與組織適配、個人與主管適配對持續工作動機的關聯性和影響程度；同時，比較三種適配面向的影響力大小和重要性程度。最後進一步深入討論工作成長動機的中介效果程度。本研究主要分析目標訂為年滿45歲之在職員工，採用問卷調查法蒐集數據資料，並採取隨機與兩階段發放方式。彙整過後有效問卷總計為346份，有效問卷回收率為62.9%。研究結果顯示，個人與組織適配、個人與工作適配和個人與主管適配對持續工作動機呈顯著正向相關。其中，個人與工作適配對持續工作動機的重要性相對較高。而工作成長動機推論皆具有部份中介效果。
摘要(英)	Human resources are not only an important basis forming the organization, but also the main driving source of organizational operation. For organizational management, employees are the most important cornerstone and the core of improving competitiveness. However, in terms of the development of Taiwan′s labor market, the problem attributed to the increasingly severe population ageing and low fertility rate has led to the gradual decline of the overall labor force and the shortage of labor. The key comes from the large number of people over the middle age who choose to leave the workplace early or retire. Therefore, how to increase the motivation of active employees aged and above has become the most concerned issue for organizations, companies and governments. This study starts from the perspective of adaptation theory. At the same time, it explores the relevance and impact of personal and work adaptation, personal and organizational adaptation, and personal and leadership adaptation on continuous work motivation. At the same time, it compares the impact and importance of the three adaptation orientations. Finally, further discuss the degree of intermediary effect of work growth motivation. The main analysis goal of this study is to be on-the-job employees who have reached the age of 45. The questionnaire method is used to collect data, and adopts a random and two-stage distribution method. After the consolidation, the total number of valid questionnaires is 346, and the recovery rate of effective questionnaires is 62.9%. The research results show that there is a significant positive correlation between individuals and organizational adaptation, personal and work adaptation, and personal and supervisor adaptation pairs of continuous work motivation. Among them, personal and work adaptation are relatively important for continuous work motivation. The inference of work growth motivation has some intermediary effects.
關鍵字(中)	★ 個人與環境適配理論 ★ 個人與工作適配 ★ 個人與組織適配 ★ 個人與主管適配 ★ 持續工作動機 ★ 工作成長動機	關鍵字(英)	★ Person-environment fit theory ★ Person-job fit ★ Person-organization fit ★ Subordinate-supervisor fit ★ Motivation to continue working ★ Work growth motives
論文目次	中文摘要 ii Abstract v 目錄 vvii 一、緒論 1 1-1 研究背景與動機 1 1-2 研究目的 3 二、文獻探討與研究假說 5 2-1 文獻探討 5 2-2 假說建立 10 2-3 研究架構 14 三、研究方法 16 3-1 研究樣本與資料蒐集方式 16 3-2 研究變數之操作性定義與衡量工具 17 3-3 研究分析方法 21 四、研究結果 23 4-1 樣本特徵 23 4-2 敘述統計與相關分析 25 4-3 信度分析 26 4-4 效度分析 26 4-5 驗證性因素分析 28 4-6 模型適配度指標與檢定 31 4-7 假說檢定 39 五、研究結論與討論 44 5-1 研究結論 44 5-2 研究貢獻 45 5-3 管理實務意涵 46 5-4 研究限制與未來研究建議 47 六、參考文獻 49
參考文獻	中文文獻 吳麗芬，(1985)，「國民小學組織結構正式化、集中化與教師工作動機之關係」，國立台灣師範大學，碩士論文。 林慧芝，(2005)，激勵制度對留任意願影響之探討-以內部稽核人員為例，國立中央大學人力資源管理研究所。 張春興，(1989)，心理學，台北：東華書局。 莊璦嘉、林惠彥，(2005)，個人與環境適配對工作態度與行為之影響，台灣管理學刊，5(1)，頁123-148。 陳裕棋，(1997) ，薪酬公平與工作態度關係之探討，國立中央大學人力資源管理研究所未出版碩士論文。 國家發展委員會: 中華民國人口推估（2018 至 2065 年），2018 年 8 月，取自https://www.ndc.gov.tw/Content_List.aspx?n=695E69E28C6AC7F3 行政院主計總處「人力資源調查」、各國官方網站。取自https://www.mol.gov.tw/statistics/2462/2466 就業服務法(修正於2018年11月28日)。 英文文獻 Armstrong‐Stassen, M. (2008). Human resource practices for mature workers—And why aren′t employers using them?. Asia Pacific journal of human resources, 46(3), 334-352. Armstrong‐Stassen, M. (2008). Organisational practices and the post‐retirement employment experience of older workers. Human Resource Management Journal, 18(1), 36-53. Armstrong‐Stassen, M., & Schlosser, F. (2011). Perceived organizational membership and the retention of older workers. Journal of Organizational Behavior, 32(2), 319-344. Bernardin, H. J. (1979). The predictability of discrepancy measures of role constructs. Personnel Psychology, 32(1), 139-153. Blau, G. (1981). An empirical investigation of job stress, social support, service length, and job strain. Organizational behavior and human performance, 27(2), 279-302. Bowen, D. E., Ledford Jr, G. E., & Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Perspectives, 5(4), 35-51. Chacon, J. A., & Robbins, S. P. (1991). Organizational behavior: concepts, controversies, and applications. Instructor′s manual with lecture outliner and video guide. Prentice-Hall. Cable, D. M., & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational behavior and human decision processes, 67(3), 294-311. Carstensen, L. L., Isaacowitz, D. M., & Charles, S. T. (1999). Taking time seriously: A theory of socioemotional selectivity. American psychologist, 54(3), 165. Cavanaugh, M. A., & Noe, R. A. (1999). Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 20(3), 323-340. Coyle-Shapiro, J. & Kessler, I. (2000). Consequences of psychological contract for the employment relationship: oooo large scale survey. The Journal of Management Studies, 37(7), 903-930. Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology, 87(5), 875. Cate, R. A., & John, O. P. (2007). Testing models of the structure and development of future time perspective: maintaining a focus on opportunities in middle age. Psychology and aging, 22(1), 186. Cho, S., Johanson, M. M., & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International journal of hospitality management, 28(3), 374-381. Doering, M., Rhodes, S. R., & Schuster, M. R. (1983). The aging worker: Research and recommendations. SAGE Publications, Incorporated. Deci, E. L., & Ryan, R. M. (1985). The general causality orientations scale: Self-determination in personality. Journal of research in personality, 19(2), 109-134. Dweck, C. S. (1991). Self-theories and goals: their role in personality, motivation and development. In Nebraska Symposium on Motivation (Vol. 40). Deci, E. L., & Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological inquiry, 11(4), 227-268. Dweck, C. S. (2013). Self-theories: Their role in motivation, personality, and development. Psychology press. Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. John Wiley & Sons. Ferris, G. R. (1985). Role of leadership in the employee withdrawal process: A constructive replication. Journal of applied psychology, 70(4), 777. Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. New York: JohnWiley & Sons. Herzberg, F. (1968). One more time: How do you motivate employees (Vol. 65). Boston, MA: Harvard Business Review. Hoy, W. K., & Miskel, C. G. (1982). Educational administration: Theory, research, and practice.(pp. 185-219). Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. American psychologist, 44(3), 513. Jackson, S. E., Brett, J. F., Sessa, V. I., Cooper, D. M., Julin, J. A., & Peyronnin, K. (1991). Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of applied psychology, 76(5), 675. Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial issues, 193-212. Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel psychology, 49(1), 1-49. Kanfer, R., & Ackerman, P. L. (2004). Aging, adult development, and work motivation. Academy of management review, 29(3), 440-458. 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(2), 281-342. Kooij, D., De Lange, A., Jansen, P., & Dikkers, J. (2008). Older workers′ motivation to continue to work: Five meanings of age: A conceptual review. Journal of managerial psychology. Kooij, D., & Van De Voorde, K. (2011). How changes in subjective general health predict future time perspective, and development and generativity motives over the lifespan. Journal of Occupational and Organizational Psychology, 84(2), 228-247. Kooij, D. T., De Lange, A. H., Jansen, P. G., Kanfer, R., & Dikkers, J. S. (2011). Age and work‐related motives: Results of a meta‐analysis. Journal of Organizational Behavior, 32(2), 197-225. Kooij, D. T., Bal, P. M., & Kanfer, R. (2014). Future time perspective and promotion focus as determinants of intraindividual change in work motivation. Psychology and aging, 29(2), 319. Kanfer, R., Beier, M. E., & Ackerman, P. L. (2013). Goals and motivation related to work in later adulthood: An organizing framework. European Journal of Work and Organizational Psychology, 22(3), 253-264. Lewin, K. (1951). Field theory in social science: selected theoretical papers (Edited by Dorwin Cartwright.). Lincoln, J. R., & Miller, J. (1979). Work and friendship ties in organizations: A comparative analysis of relation networks. Administrative science quarterly, 181-199. Leiter, M. P. (1988). Burnout as a function of communication patterns: A study of a multidisciplinary mental health team. Group & organization studies, 13(1), 111-128. Murray, H. A. (1938). Explorations in personality: A clinical and experimental study of fifty men of college age. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237. Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of applied psychology, 74(3), 424. O’Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of management journal, 34(3), 487-516. 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. Pervin, L. A. (1968). Performance and satisfaction as a function of individual-environment fit. Psychological bulletin, 69(1), 56. Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of applied psychology, 59(5), 603. Schneider, B. (1987). The people make the place. Personnel psychology, 40(3), 437-453. Schneider, B. (2001). Fits about fit. Applied psychology, 50(1), 141-152. Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of applied psychology, 76(5), 637. Saks, A. M., & Ashforth, B. E. (1997). Organizational socialization: Making sense of the past and present as a prologue for the future. Journal of vocational Behavior, 51(2), 234-279. Tajfel, H. (1982). Experimental studies of intergroup behaviour. In Cognitive Analysis of Social Behavior (pp. 227-246). Springer, Dordrecht. Tsui, A. S., & O’reilly III, C. A. (1989). Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of management journal, 32(2), 402-423. Valentine, S., Godkin, L., & Lucero, M. (2002). Ethical context, organizational commitment, and person-organization fit. Journal of business ethics, 41(4), 349-360. Van Vianen, A. E., Shen, C. T., & Chuang, A. (2011). Person–organization and person–supervisor fits: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32(6), 906-926. William, J. S. (1975). Fundamentals of marketing (4th ed.). New York: McGraw-Hill. Weiss, H. M. (1978). Social learning of work values in organizations. Journal of applied psychology, 63(6), 711. Wright, T. A., & Cropanzano, R. (1998). Emotional exhaustion as a predictor of job performance and voluntary turnover. Journal of applied psychology, 83(3), 486. Zenger, T. R., & Lawrence, B. S. (1989). Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management journal, 32(2), 353-376. Zacher, H., & Frese, M. (2011). Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies. Journal of Organizational Behavior, 32(2), 291-318.
指導教授	鄭晉昌 楊君琦(Jihn-Chang Jehn Chun-Chi Yang)	審核日期	2023-7-19
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