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標題: 人格特質、工作價值觀、組織文化與 個人-組織配適之探討
The Research of Relationship among Personal Characteristic, Work Value, Organizational Culture and Person-Organization Fit
作者: 張彥華
Chang, Yen-Hua
出版社: 高階經理人碩士在職專班
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目前已有許多研究結果指出個人-組織配適(Person-Organization fit; P-O fit)與離職率、工作滿意度、組織公民行為、工作績效等之間具有關聯性,而部分文獻也已開始關注到人格特質與組織文化偏好之間是有關聯性的,然而在此領域的文獻研究是鮮少的,故本研究以五大人格特質與工作價值觀為自變數、競值架構的組織文化類型為干擾變數,探討個人對於組織配適的認知。


At present, many researchers have pointed out that Person-Organization fit(Person-Organization fit; P-O fit) relates to the withdrawal rate, the satisfaction degree of work, the organization citizen behavior, the work achievements and so on. Some researchers also started to pay attention to the relationship between the personalities and organization culture preferences. However, literatures of such studies are few. This research taked Big Five Model and the work value as the independent variables and organization culture as the intervening variable to discuss personal cognition for the organization.
Through a questionnaire survey targeted at nurses working at 27 healing institutes in middle Taiwan, the data showed that the personality of conscientiousness and cognitive work value have positive effect on P-O fit. The study samples size is 160. The hierarchical moderator regression analysis results are below:
1.The personality of conscientiousness and hierarchy culture have moderator-mediator effect on P-Organization fit.
2.The personality of openness to experience and market culture have moderator-mediator effect on P-Organization fit.
3.The instrumental work value and hierarchy culture have moderator-mediator effect on P-Organization fit.
4.The cognitive work value and market culture have moderator-mediator effect on P-Organization fit.
其他識別: U0005-1408200914511600
Appears in Collections:高階經理人碩士在職專班

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