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標題: | 過去的適配經驗、新工作選擇的適配偏好與策略、以及新工作的適配狀況 -- 縱貫面的研究 A longitudinal investigation on the relationship between former fits, new job choice strategies, and present fits |
作者: | Chi-Tai Shen 沈其泰 |
指導教授: | 莊璦嘉 |
關鍵字: | 個人與組織適配,個人與工作需求-能力適配,個人與工作需要-供給適配,適配偏好,工作資訊搜尋方法, Person-organization fit,demands-abilities fit,needs-supplies fit,fit preference,job information search method, |
出版年 : | 2011 |
學位: | 博士 |
摘要: | 本研究嘗試整合並延伸個人與環境適配和工作搜尋此兩個領域的研究,並採用理性行動理論與計畫行為理論為基礎,探討工作搜尋者過去的經驗(個人與前組織適配、個人與前工作需求-能力適配、個人與前工作需要-供給適配),將如何引發其行為傾向(個人與組織適配偏好、個人與工作需求-能力適配偏好、個人與工作需要-供給適配偏好),而此行為傾向又將如何影響其工作搜尋時所展現的搜尋行為(隨意式、探索式、以及焦點式資訊搜尋方法),最後再進而影響個體進入新組織之後的適配知覺(個人與組織適配、個人與工作需求-能力適配、個人與工作需要-供給適配)。為了符合本研究的需求,將研究對象鎖定在具有工作經驗且正處於新工作(組織)搜尋的工作搜尋者,並針對台灣企業組織採取兩階段的資料蒐集方法,總共蒐集了668份個人資料。研究結果顯示:(1) 就個人與組織適配而言:當工作搜尋者的個人與前組織適配愈高時,會有愈高的個人與組織適配偏好,並進而採用焦點式或探索式的資訊搜尋方法;然而,個體的個人與前組織適配與隨意式資訊搜尋方法具有顯著的正相關;此外,工作搜尋方法與個人與組織適配之間幾乎沒有顯著關係。(2) 就個人與工作需求-能力適配而言:當工作搜尋者的個人與前工作需求-能力適配愈高時,會有愈高的個人與工作需求-能力適配偏好,並進而採用探索式的資訊搜尋方法,同時在個體進入新工作之後,所知覺到的需求-能力適配也較高;然而,個體的個人與前工作需求-能力適配與焦點式資料搜尋方法之間並沒有顯著關係。(3) 就個人與工作需要-供給適配而言:當工作搜尋者的個人與前工作需要-供給適配愈高時,會有愈高的個人與工作需要-供給適配偏好,並進而採用探索式或焦點式的資訊搜尋方法,同時在個體進入新工作之後,所知覺到的需要-供給適配也較高。最後,針對本研究的主要研究發現與研究限制進行討論,並對未來研究的方向與管理實務上的意涵,提供些許的建議。 This study aimed to integrate two streams of research that are person-environment fit and job search. It was based on the theory of reasoned action and the theory of planned behavior and examined the relationship between job searchers’ former experiences (person-organization former fit, demands-abilities former fit, and needs-supplies former fit), behavioral intentions (person-organization fit preference, demands-abilities fit preference, and needs-supplies fit preference), job search behaviors (haphazard search strategy, exploratory search strategy, and focus search strategy), and present fits (person-organization fit, demands-abilities fit, and needs-supplies fit). Based on our research requirements, our research had two waves in time and we only approached participants who were looking for a new job and thus who had former work experiences. A total of 668 participants from Taiwan consisted of our final usable sample. This study found that first, for person-organization fit, person-organization former fit was significantly associated with person-organization fit preference. Moreover, when job searchers had higher person-organization fit preference, they preferred to adopt focus or exploratory search method. However, person-organization former fit had a significant positive effect on haphazard search method. Furthermore, the relationship between the three kinds of job search methods and person-organization fit were non-significant. Second, for demands-abilities fit, high demands-abilities former fit was associated with high demands-abilities fit preference. Moreover, when job searchers had higher demands-abilities fit preference, they preferred to adopt exploratory search method, and this would lead to high demands-abilities fit perception. However, there was no significant relationship between demands-abilities former fit and focus search method. Finally, for needs-supplies fit, high needs-supplies former fit associated with high needs-supplies fit preference. Moreover, needs-supplies fit preference was significant related to exploratory and focus search method, and this would lead to high needs-supplies fit. Study limitations, future research, and managerial implications are also discussed. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/48502 |
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顯示於系所單位: | 商學研究所 |
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