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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 趙義隆 | |
dc.contributor.author | Yu-Ping Hsieh | en |
dc.contributor.author | 謝育萍 | zh_TW |
dc.date.accessioned | 2021-05-20T21:06:39Z | - |
dc.date.available | 2016-07-07 | |
dc.date.available | 2021-05-20T21:06:39Z | - |
dc.date.copyright | 2011-07-07 | |
dc.date.issued | 2011 | |
dc.date.submitted | 2011-06-28 | |
dc.identifier.citation | 參考文獻
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/10164 | - |
dc.description.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。 | zh_TW |
dc.description.abstract | 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. | en |
dc.description.provenance | Made available in DSpace on 2021-05-20T21:06:39Z (GMT). No. of bitstreams: 1 ntu-100-D90724002-1.pdf: 1254413 bytes, checksum: 0050820588b503d939b2f0419ca6f4cd (MD5) Previous issue date: 2011 | en |
dc.description.tableofcontents | 目錄
口試委員會審定書 i 誌謝 ii 中文摘要 iii 英文摘要 iv 第一章 續論 1 第一節 研究背景與動機 1 第二節 研究問題與目的 4 第二章 文獻探討 7 第一節 PE fit理論 7 第二節 社會資本理論 20 第三節 國家文化理論 29 第三章 研究方法 35 第一節 研究架構 35 第二節 研究假設 36 第三節 研究變項定義與衡量 65 第四節 研究對象與資料蒐集 68 第五節 資料分析方法 69 第四章 研究結果 70 第一節 基本資料分析 70 第二節 因素分析與信度分析 73 第三節 相關分析 75 第四節 迴歸分析 77 第五章 結論與建議 92 第一節 假設檢定結果 92 第二節 討論 94 第三節 研究限制與未來研究建議 104 第四節 理論貢獻與管理意涵 107 參考文獻 110 附錄一:中文問卷 117 附錄二:英文問卷 119 表目錄 表 2-1 D-A PJ fit、N-S PJ fit與PO fit的分類 13 表 2-2 Hofstede台美國家文化五構面分數比較 34 表 4-1 樣本基本特性分析表 72 表 4-2 量表因素負荷與信度 74 表 4-3 平均數、標準差與相關分析 76 表 4-4 影響PE fit因素之迴歸分析 79 表 4-5 影響員工態度行為因素之迴歸分析 80 表 4-6 影響PE fit因素之迴歸分析的VIF值 81 表 4-7 影響員工態度行為因素之迴歸分析的VIF值 82 表 5-1 假設檢定結果 93 表 5-2 個人社會資本正向預測PE fit之實證結果 94 表 5-3 不同構面PE fit對員工態度行為影響之實證結果 96 表 5-4 台美國家文化干擾個人社會資本與PE fit關聯之實證結果 97 表 5-5 台美國家文化干擾PE fit與員工態度行為關聯之實證結果 101 圖目錄 圖 3-1 研究架構圖 35 圖 4-1 台美國家文化干擾個人與上司關係資本對D-A PJ fit的影響 84 圖 4-2 台美國家文化干擾個人與同事關係資本對PO fit的影響 85 圖 4-3 台美國家文化干擾個人與上司認知資本對N-S PJ fit的影響 86 圖 4-4 台美國家文化干擾個人與上司認知資本對PO fit的影響 86 圖 4-5 台美國家文化干擾個人與同事認知資本對D-A PJ fit的影響 87 圖 4-6 台美國家文化干擾個人與同事認知資本對PO fit的影響 88 圖 4-7 台美國家文化干擾D-A PJ fit與工作滿意關聯 89 圖 4-8 台美國家文化干擾D-A PJ fit與組織認同關聯 89 圖 4-9 台美國家文化干擾PO fit與工作滿意關聯 90 圖 4-10 台美國家文化干擾N-S PJ fit與工作績效關聯 91 圖 4-11 台美國家文化干擾N-S PJ fit與組織認同關聯 91 圖 5-1 台美國家文化干擾個人與上司認知資本對PO fit的影響 98 圖 5-2 台美國家文化干擾個人與同事認知資本對PO fit的影響 98 圖 5-3 台美國家文化干擾個人與同事關係資本對PO fit的影響 98 圖 5-4 台美國家文化干擾個人與上司認知資本對N-S PJ fit的影響 99 圖 5-5 台美國家文化干擾個人與上司認知資本對PO fit的影響 99 圖 5-6 台美國家文化干擾個人與上司關係資本對D-A PJ fit的影響 100 圖 5-7 台美國家文化干擾個人與同事認知資本對D-A PJ fit的影響 100 圖 5-8 台美國家文化干擾PO fit與工作滿意關聯 102 圖 5-9 台美國家文化干擾D-A PJ fit與工作滿意關聯 102 圖 5-10 台美國家文化干擾D-A PJ fit與組織認同關聯 102 圖 5-11 台美國家文化干擾N-S PJ fit與工作績效關聯 102 圖 5-12 台美國家文化干擾N-S PJ fit與組織認同關聯 102 | |
dc.language.iso | zh-TW | |
dc.title | 個人與環境契合之前因與後果-台美國家文化干擾效果 | zh_TW |
dc.title | Antecedents and Consequences of Person-Environment Fit:
Moderating Effects of National Culture between Taiwan and USA | en |
dc.type | Thesis | |
dc.date.schoolyear | 99-2 | |
dc.description.degree | 博士 | |
dc.contributor.oralexamcommittee | 黃同圳,李文瑞,戚樹誠,沈介文 | |
dc.subject.keyword | 個人與環境契合,國家文化,社會資本,關係資本,認知資本, | zh_TW |
dc.subject.keyword | person-environment fit,national culture,social capital,relational capital,cognitive capital, | en |
dc.relation.page | 120 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2011-06-29 | |
dc.contributor.author-college | 管理學院 | zh_TW |
dc.contributor.author-dept | 國際企業學研究所 | zh_TW |
顯示於系所單位: | 國際企業學系 |
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