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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 莊璦嘉 | |
| dc.contributor.author | Yu-Chun Yeh | en |
| dc.contributor.author | 葉郁君 | zh_TW |
| dc.date.accessioned | 2021-06-08T06:03:21Z | - |
| dc.date.copyright | 2007-07-30 | |
| dc.date.issued | 2007 | |
| dc.date.submitted | 2007-07-24 | |
| dc.identifier.citation | 一、中文部份
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/25140 | - |
| dc.description.abstract | 本研究主要在探討個人與主管適配之前因及後果變項。本研究以主管與部屬之關係做為前因變項，將其又分為共事前既定存在的華人關係以及共事後才引發的主管部屬交換關係，另外將組織承諾、主管承諾、離職意圖視為結果變項。其次，本研究另一研究目的為將個人與組織適配和個人與群體適配視為干擾變素，觀察兩者是否會影響原本個人與主管適配對於結果變項之關係。
本研究問卷發放對象同時為主管和員工，有效問卷的計算為對偶方式，總計發放問卷419份，最後回收有效樣本為360份，其中主管188份，員工360份。統計方法則採用敘述性統計、信效度及相關分析、迴歸分析等基本統計分析方法，此外，為了忠實呈現干擾情況，本研究採用Edwards(1991)所提出的Polynomial Regression分析方法，此種分析方法將可針對干擾效果描繪出更為精密的3D變化，以提供更為全面的分析結果。 研究結果顯示，主管部屬交換關係越好，個人與主管適配程度越高，並進而造成組織承諾較高、主管承諾較高及離職意圖較低的結果；然而華人關係卻無顯著預測效果。再者，個人與組織適配和個人與群體適配的確存在干擾效果，說明不同的適配是會相互作用的，其中較為特別的是針對主管承諾和離職意圖方面，個人與主管適配皆吸收了大部份的解釋能力，可以推論在華人社會裡，個人與主管之間的相處情況的確在企業中扮演很重要的角色。 整體而言，本研究彌補過去文獻關於個人與主管適配上的不足，並企圖以新的迴歸分析方法觀察不同適配之間的互動，來探討個人與主管適配在華人社會的重要性，因此對於學術上和實務上皆有所貢獻。 | zh_TW |
| dc.description.abstract | This study mainly examined the antecedences and outcomes of person- supervisor fit. Person- supervisor fit can be explained by leader-member relationship, including the relationship before and after co-working and can explain organization commitment, supervisor commitment, and intention to quit. Also, this study examined the moderating effects of person-organization fit and person-group fit to observe the interaction effect of different fits.
This study has distributed 419 questionnaires, and there are 360 effective ones surveyed by 188 supervisors and 360 employees. Then, we adopt descriptive statistics, reliability, correlation, and regression analysis. In order to realize the moderating effects more precisely, we also adopt Edwards’(1991) Polynomial regression method to get 3D graphics. The result indicates that the better the relationship after co-working, the higher the person-supervisor fit which predicts higher organization commitment and supervisor commitment, and lower intention to quit. However, the relationship before co-working has no significant effects. Furthermore, person-organization fit and person-group fit really have moderating effects, and person-supervisor fit almost predicts whole supervisor commitment and intention to quit, so we can conclude supervisors indeed play important roles in Chinese context. Totally speaking, this study supplements the lack of related researches and tries using new statistics method to demonstrate the interaction effects of different fits, so this study can contribute on academic and practical fields. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-08T06:03:21Z (GMT). No. of bitstreams: 1 ntu-96-R94741010-1.pdf: 1401187 bytes, checksum: 367bf9016ad1b58dc9de3556e8fd6a36 (MD5) Previous issue date: 2007 | en |
| dc.description.tableofcontents | 第一章 緒論 1
第二章 文獻探討 4 第一節 個人與環境適配概念 4 一、個人與主管適配 6 二、個人與組織適配 8 三、個人與群體適配 10 四、小結 11 第二節 結果變項 11 一、組織承諾 12 二、主管承諾 13 三、離職意圖 15 四、個人與主管適配與結果變項的關係 16 第三節 主管與部屬之關係 18 一、主管部屬交換關係 18 二、華人關係 19 三、主管與部屬之關係與個人與主管適配的關係 21 第四節 個人與主管適配之中介效果 24 第五節 適配變數之干擾效果 25 第三章 研究方法 29 第一節 研究架構與假設 29 第二節 研究對象與施測過程 30 第三節 問卷設計 31 第四節 分析策略 35 第四章 研究結果 38 第一節 敘述性統計分析 38 第二節 信效度及相關分析 41 一、控制變數之相關分析結果 41 二、其他變數之相關分析結果 41 第三節 迴歸分析 44 一、主管與部屬關係對結果變項之迴歸分析 44 二、個人與主管適配與結果變項之迴歸分析結果 48 三、主管與部屬關係與個人與主管適配之迴歸分析 49 第四節 個人與主管適配之中介效果 51 第五節 個人與組織、個人與群體適配之干擾效果 57 第五章 結論與建議 66 第一節 研究假設之探討 66 一、個人與主管關係之前因後果變項 66 二、個人與主管適配的中介效果 67 三、個人與組織、個人與群體適配之干擾效果 68 第二節 學術貢獻及管理意涵 69 第三節 研究限制 72 第四節 結語 74 參考文獻 75 | |
| dc.language.iso | zh-TW | |
| dc.subject | 個人與群體適配 | zh_TW |
| dc.subject | 個人與主管適配 | zh_TW |
| dc.subject | 主管部屬交換關係 | zh_TW |
| dc.subject | 華人關係 | zh_TW |
| dc.subject | 個人與組織適配 | zh_TW |
| dc.subject | Person-Group Fit | en |
| dc.subject | Person- Supervisor Fit | en |
| dc.subject | Leader-Member Exchange | en |
| dc.subject | GuanXi | en |
| dc.subject | Person-Organization Fit | en |
| dc.title | 主管與部屬關係、個人與主管適配及結果變項：個人與組織適配及個人與群體適配的干擾效果 | zh_TW |
| dc.title | Leader-Member Relationship, Person-Supervisor Fit, and Outcomes: The Moderating Effects of Person-Organization Fit and Person-Group Fit | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 95-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 陳忠仁,陸洛 | |
| dc.subject.keyword | 個人與主管適配,主管部屬交換關係,華人關係,個人與組織適配,個人與群體適配, | zh_TW |
| dc.subject.keyword | Person- Supervisor Fit,Leader-Member Exchange,GuanXi,Person-Organization Fit,Person-Group Fit, | en |
| dc.relation.page | 86 | |
| dc.rights.note | 未授權 | |
| dc.date.accepted | 2007-07-26 | |
| 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 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-96-1.pdf 未授權公開取用 | 1.37 MB | Adobe PDF |
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