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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 莊璦嘉 | |
| dc.contributor.author | Yan-Jie Mau | en |
| dc.contributor.author | 毛彥傑 | zh_TW |
| dc.date.accessioned | 2021-06-15T00:32:00Z | - |
| dc.date.available | 2009-02-12 | |
| dc.date.copyright | 2009-02-12 | |
| dc.date.issued | 2008 | |
| dc.date.submitted | 2009-01-15 | |
| dc.identifier.citation | 莊璦嘉、林惠彥，民94。個人與環境適配對工作態度與行為之影響。台灣管理學刊，5，123-148。
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/41797 | - |
| dc.description.abstract | 本研究從現今組織行為領域的熱門主題－個人與環境適配中較為新興的個人與主管適配做為研究的核心，並以員工與主管的人格契合互補程度及人口統計變項相似程度做為前因變項，工作績效、組織公民行為及主管承諾做為結果變項，期在此架構下進行個人與主管適配中介效果之研究。除此之外，本研究還發展了嶄新的概念－從主管角度知覺的「主管與部屬適配」做為本研究在個人與主管適配及結果變項間的干擾變數，以讓研究架構的鋪陳能夠更為完善、做出的研究結果對適配領域的發展更有貢獻。
在上述的研究架構下，本研究以台灣地區的企業做為施測的樣本，欲藉由同時向主管及其直屬員工發放、收取問卷的方式，來達成本研究的研究目的。最後發放的總樣本數共計323份，回收的樣本數是也是323份。 根據上述的研究樣本做出的研究結果顯示，獲得支持的假設為員工與主管的勤勉可靠性契合程度會透過員工知覺的個人與主管適配的中介效果影響員工的組織公民行為及主管承諾、員工與主管的年齡及學歷相似程度和員工的工作績效呈正向關係之假設、以及主管知覺的主管與部屬適配會干擾員工知覺的個人與主管適配和主管承諾間的關係。因此，個人與主管適配的中介效果得到了部分證實，說明了在一個組織中個人與主管適配的關鍵地位。 整體來說，本研究除了彌補過去文獻不足的部分之外，亦額外提出了許多值得進一步研究的方向及主題，以期能帶給適配的領域更完整適切的發展，並對管理實務界亦有所助益。 | zh_TW |
| dc.description.abstract | At the heart of this study is Person-Supervisor fit, one new field in Person-Environment fit which is quite popular in organizational behavior research nowadays. This study chooses personality similarity and demographic similarity between employees and their supervisors as its antecedent variables. This study also chooses job performance, organizational citizenship behavior, and supervisor commitment as its outcome variables, hoping to research the mediation effect of Person-Supervisor fit under this model. In addition, this study proposes one new variable－Supervisor-Person fit, which is fit from supervisor’s perspective, to be the moderator between Person-Supervisor fit and outcome variables in order to make this model more complete and provide more contributions to this field.
This study chooses corporations in Taiwan as the research samples in this study. We hope we can fulfill our research purpose by distributing questionnaires to supervisors and their subordinates at the same time. Finally, we distributed and received 323 samples. Based on the samples, the results show that the following hypotheses are supported: Person-Supervisor fit is the mediator between conscientiousness similarity and organizational citizenship behavior. Person-Supervisor fit is the mediator between conscientiousness similarity and supervisor commitment. Age similarity between employees and their supervisors is positively correlated with job performance. Education similarity between employees and their supervisors is positively correlated with job performance. Supervisor-Person fit moderates the relationship between Person-Supervisor fit and supervisor commitment. Consequently, the mediate effect of Person-Supervisor fit is partially supported. It explains the key position of Person-Supervisor fit in one organization. In summary, this study not only compensates the deficiencies in past research but also proposes a lot of new directions and issues to study in the future. We believe it will not only make this field develop more thoroughly and more appropriately but also be beneficial to management practices. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-15T00:32:00Z (GMT). No. of bitstreams: 1 ntu-97-R95741015-1.pdf: 454243 bytes, checksum: 24b11c821cbcacfb625063d45e1ca75b (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 個人與環境適配 3 第二節 個人與主管適配 4 第三節 個人與主管適配之前因變項 4 第四節 個人與主管適配之結果變項 9 第五節 前因變項與結果變項間之關係 12 第六節 個人與主管適配之中介效果 16 第七節 主管與部屬適配之調節效果 19 第三章 研究方法 23 第一節 研究對象 23 第二節 研究程序 24 第三節 研究變項衡量 24 第四節 分析策略 27 第四章 研究結果 30 第一節 相關分析 30 第二節 迴歸分析 32 第三節 中介效果分析 34 第四節 干擾效果分析 35 第五章 討論 36 第一節 研究假設之探討 36 第二節 研究貢獻 40 第三節 研究限制及未來研究方向 41 第四節 管理意涵 43 參考文獻 58 | |
| dc.language.iso | zh-TW | |
| dc.subject | 主管承諾 | zh_TW |
| dc.subject | 個人與主管適配 | zh_TW |
| dc.subject | 主管與部屬適配 | zh_TW |
| dc.subject | 人格特質 | zh_TW |
| dc.subject | 人口統計變項 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 組織公民行為 | zh_TW |
| dc.subject | Person-Supervisor Fit | en |
| dc.subject | job performance | en |
| dc.subject | demographics | en |
| dc.subject | personality | en |
| dc.subject | Supervisor-Person Fit | en |
| dc.subject | supervisor commitment | en |
| dc.subject | organizational citizenship behavior | en |
| dc.title | 個人與主管適配前因與後果之探討－中介與干擾的效果 | zh_TW |
| dc.title | The Antecedents and Consequences of Person-Supervisor Fit: The Mediation and Moderation Effects | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 97-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 陸洛,陳忠仁 | |
| dc.subject.keyword | 個人與主管適配,主管與部屬適配,人格特質,人口統計變項,工作績效,組織公民行為,主管承諾, | zh_TW |
| dc.subject.keyword | Person-Supervisor Fit,Supervisor-Person Fit,personality,demographics,job performance,organizational citizenship behavior,supervisor commitment, | en |
| dc.relation.page | 67 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2009-01-16 | |
| 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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