個人與組織的一致性是探討組織行為中相當具關鍵性的一環,而隨著組織對人力資源觀點的改變,企業更是日益重視員工個人與組織間在價值觀、文化或是目標的一致性,期望透過契合觀點的研究,有助於組織選擇適合的人才,並對人力資源做有效的運用。 而新進員工訓練或引導(Orientation)為員工在進入組織後所經歷的第一個學習過程,對員工往後在工作表現、態度、對組織的認同等有相當的影響力,在員工剛進入組織時,新進員工訓練扮演著舉足輕重的角色。 因此,本研究之目的即在探討新進員工訓練、個人特質及個人-組織契合度之關係,以進入公司未滿兩年之新進員工為研究對象,經問卷調查及統計分析後,歸納出以下幾項研究結論: 1. 新進員工訓練與個人-組織契合度具有顯著的正向關係,即當訓練之集體程度、固定程度、連續程度及授與程度愈高時,員工對組織會傾向於較高的契合度。 2. 在個人心理特質部分,新進員工之自我效能與個人-組織契合度呈顯著負相關,即當員工自我效能愈高,則個人與組織之契合度愈低。 3. 整體而言,新進員工訓練、個人特質對個人-組織契合度具有顯著的預測能力。
Person-Organization Fit is a critical link in a chain to confer organizational behavior. To follow the changes of human resource, enterprises respect the consistence of values, culture, and target of the employee and organization. To rely on the research of Fit point is contributive to select a person of talent and make use of human resource effective. Orientation is the first course of learning when newcomers enter organization. It effects work behavior, attitude, and identification of employees and also plays a decisive role. Consequently, the purpose of the study is to confer effects of the degree of orientation and personal characteristics on Person-Organization Fit. The study mailed questionnaires to newcomers who enter enterprises less than two years. Major Findings are: 1. There is positive significant between orientation and Person-Organization Fit. With the higher degree of collective, fixed, serial, and investiture, Person-Organization Fit of employee will be higher. 2. There is negative significant between Self-Efficacy of employee and Person-Organization Fit. With the higher Self-Efficacy, Person-Organization Fit of employee will be lower. 3. There is significant that orientation and personal characteristics can forecast Person-Organization Fit.