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Title: | 個人與環境契合之前因與後果-台美國家文化干擾效果 Antecedents and Consequences of Person-Environment Fit: Moderating Effects of National Culture between Taiwan and USA |
Authors: | Yu-Ping Hsieh 謝育萍 |
Advisor: | 趙義隆 |
Keyword: | 個人與環境契合,國家文化,社會資本,關係資本,認知資本, person-environment fit,national culture,social capital,relational capital,cognitive capital, |
Publication Year : | 2011 |
Degree: | 博士 |
Abstract: | 在知識經濟與全球化影響之下,企業員工面臨不斷的組織變革與工作內容變動,而如何持續促進個人與環境契合,即顯得格外重要。再者,個人與環境契合如何影響員工之態度與行為,也一直是各界研究的重點,然而實證結果卻多有分歧,是故探討個人與環境契合對員工態度行為的影響受到何種因素干擾,遂成為重要研究趨勢。本研究提出員工可以運用個人社會資本以促進個人與環境契合,並提出個人與環境契合對員工態度行為的影響,會受到國家文化之干擾。在探討上述議題時,對個人與環境契合乃採多構面觀點,包括:個人能力符合工作要求的契合、工作供給滿足個人需要的契合,以及個人與組織價值觀的契合。
本研究使用層級迴歸分析來驗證相關假設。研究結果顯示:整體而言,個人社會資本確實是促進個人與環境契合的重要因素,然而其個別構面之影響大小,會受到國家文化的干擾。例如,相較於台灣,美國傾向弱化個人與上司認知資本正向預測各構面的個人與環境契合,但是強化個人與同事關係資本、個人與同事認知資本正向預測個人與組織價值觀契合。 此外,雖然個人與環境契合對員工態度行為的影響,也受到國家文化干擾,大致上美國員工在知覺個人能力符合工作要求時,更能正向影響員工態度行為,台灣員工則在知覺個人與組織價值觀契合時,更能正向影響員工態度行為。然而,上述國家文化干擾效果並不影響下列論點:同時探討個人與環境契合三構面,個人能力符合工作要求的契合最能正向影響工作績效,工作供給滿足個人需要的契合最能正向影響工作滿意,個人與組織價值觀契合最能正向影響組織認同。 對個人與環境契合之前因與被干擾的研究,為相關領域重要議題。本研究提出個人社會資本是促進個人與環境契合的重要前因,引用國家文化來分析人們如何評價與回應不同構面的個人與環境契合,以豐富個人與環境契合理論的發展。從本研究可知,個人社會資本如何影響個人與環境契合,以及個人與環境契合如何影響員工態度行為,是有疆界限制的,此可提供組織與員工在實務上的應用,特別是多國籍企業進行跨國管理時,建議應將國家文化差異納入考量。 Under the impact of knowledge economy and globalization, corporate employees are facing constant organizational change and job content alteration, so how to continuously enhance person-environment Fit (PE fit) becomes extraordinarily crucial. Furthermore, how PE fit influences employee attitude and behavior has been a research focus of academics, but empirical study results indicate divergence, so there is a significant trend to explore the factors that moderate the influence of PE fit on employee attitude and behavior. This research proposes that employees can use individual social capital to enhance their PE fit, and that PE fit’s influence on employee attitude and behavior is subject to moderation from national culture. When approaching the above issues, this research adopts a multidimensional viewpoint on PE fit, including demands-abilities person-job fit (D-A PJ fit), needs-supplies person-job fit (N-S PJ fit), and person-organization fit (PO fit). This research utilizes hierarchical regression analysis to test related hypotheses. Research results show the following: in general, individual social capital is indeed an important factor in enhancing PE fit, but the scale of influence on its individual dimension is subject to moderation from national culture. For example, compared to Taiwan, the United States tends to weaken positive prediction via person-supervisor cognitive capital on various PE fit dimensions, but strengthen positive prediction via person-colleague relational capital and person-colleague cognitive capital on PO fit. Besides, although influence of PE fit on employee attitude and behavior is also subject to moderation from national culture, generally employees in the States incur more positive influence on employee attitude and behavior when perceiving D-A PJ fit, while employees in Taiwan incur more positive influence on employee attitude and behavior when perceiving PO fit. The above-mentioned moderating effects of national culture, however, do not affect the following propositions: when the three PE fit dimensions are simultaneously studied, D-A PJ fit shows the most positive influence on job performance, N-S PJ fit shows the most positive influence on job satisfaction, and PO fit shows the most positive influence on organizational identification. Study on PE fit’s antecedents and being moderated is an important topic in related fields. This research proposes that individual social capital is an important antecedent enhancing PE fit, and resorts to national culture to analyze how people evaluate and respond to different dimensions of PE fit, in order to enrich development of the PE fit theory. It is realized from this research that how individual social capital influences PE fit and how PE fit influences employee attitude and behavior are subject to boundary conditions, and this can be offered to organizations and employees for practical application, especially for transnational management of multinational corporations, which are advised to take national culture difference into consideration. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/10164 |
Fulltext Rights: | 同意授權(全球公開) |
Appears in Collections: | 國際企業學系 |
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