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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 莊璦嘉 | |
| dc.contributor.author | Tzu-Chu Liu | en |
| dc.contributor.author | 劉子菊 | zh_TW |
| dc.date.accessioned | 2021-06-13T15:18:31Z | - |
| dc.date.available | 2008-07-26 | |
| dc.date.copyright | 2008-07-26 | |
| dc.date.issued | 2008 | |
| dc.date.submitted | 2008-07-24 | |
| dc.identifier.citation | 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)，123-148。
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/37058 | - |
| dc.description.abstract | 本篇研究探討個人與環境適配領域中，關於個人與群體適配的部份，觀察個人與群體價值觀適配是否會對個人與群體目標適配與工作滿意間關係產生干擾效果的影響。此外，除了個人層次的價值觀適配的影響外，本篇研究也加入群體情境─團隊凝聚力─的考量，欲了解群體成員所處的社會情境是否會對於個人與群體目標適配和工作滿意間關係產生干擾作用。除干擾效果的探討外，個人層次的員工工作態度（工作滿意）和行為（角色內行為和角色外行為）間關係，和群體層次的團隊凝聚力對於工作滿意和角色外行為的影響，也一併在本篇研究中納入討論。
本篇研究樣本收集自台灣企業中的工作群體，計385份有效個人樣本，分屬於74個工作群體。根據研究架構的特性，針對假說的驗證採取階層線性模型的方式進行分析。研究結果顯示，個人層次的干擾效果和群體層次的干擾效果在本研究皆未獲得支持。推估前者的原因，個人與群體目標適配和價值觀適配對於工作滿意的影響比較偏向Kristof（1996）提出的附加效果關係，而非交互影響的干擾效果。推測後者的原因，可能與團隊凝聚力不同構面產生的不同影響，或是團隊凝聚力可能直接影響目標適配的形成，而非干擾目標適配和工作滿意間關係。此外，工作滿意對於角色內行為和角色外行為的正向影響，團隊凝聚力對於工作滿意和角色外行為的正向影響皆在本研究中獲得支持。 根據本研究結果建議，管理者不能忽略個人與群體適配之重要，除了透過招募階段篩選出適合工作群體的員工外，也可透過社會化策略來提高個人與群體適配，以期帶來正向的工作態度和工作行為表現。此外，工作情境的影響也是不容小覷，管理者應仔細思考與觀察，在適當的情況促進群體成員的人際互動、明確的任務溝通和資訊傳遞，以期提高團隊凝聚力以及其帶來的益處。 | zh_TW |
| dc.description.provenance | Made available in DSpace on 2021-06-13T15:18:31Z (GMT). No. of bitstreams: 1 ntu-97-R95741019-1.pdf: 471613 bytes, checksum: 5cb3232cb78dbcb9a8aa9fe81e443c0e (MD5) Previous issue date: 2008 | en |
| dc.description.tableofcontents | 第一章 緒論..........................................1
第二章 文獻探討......................................3 第一節 初步探討個人與環境適配........................3 第二節 個人與群體適配................................4 第三節 結果變項：工作滿意、角色內行為與角色外行為....8 第四節 個人與群體適配和結果變項之關係................11 第五節 團隊凝聚力....................................14 第六節 團隊凝聚力和結果變項之關係....................15 第三章 研究方法......................................18 第一節 研究樣本......................................18 第二節 問卷發放程序..................................18 第三節 測量變項......................................19 第四節 分析方法......................................20 第四章 研究結果......................................27 第一節 敘述統計結果..................................27 第二節 聚合變數檢驗結果..............................27 第三節 假說驗證結果..................................27 第五章 結論與建議....................................30 第一節 研究假說探討..................................30 第二節 研究貢獻......................................33 第三節 研究限制......................................33 第四節 管理意涵與結語................................34 參考文獻 一、 中文部份......................................36 二、 英文部分......................................37 | |
| dc.language.iso | zh-TW | |
| dc.title | 個人與群體適配對員工態度與行為之影響－個人與群體層次變數之干擾 | zh_TW |
| dc.title | The impact of person-group fit on employee behavior－the moderating effects of individual- & group-level variables | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 96-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 陸洛,陳忠仁 | |
| dc.subject.keyword | 個人與群體適配,目標,價值觀,團隊凝聚力,工作滿意,角色內行為,角色外行為,階層線性模型, | zh_TW |
| dc.subject.keyword | person-group fit,goal,value,group cohesion,job satisfaction,in-role behavior,extra-role behavior,hierarchical linear modeling, | en |
| dc.relation.page | 52 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2008-07-25 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 商學研究所 | zh_TW |
| 顯示於系所單位： | 商學研究所 | |
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