- 學位論文
跨層次觀點下個人團隊適配性與個人結果變項的關係：以個人團隊政治知覺和團隊政治氣候為調節角色
A Cross-level Examination on Relationships between Person-Group Fit and Employee Work Outcomes: The Moderating Roles of Individual Perceptions of Group Politics and Group Political Climate
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摘要
近年來，組織學者開始從適配觀點的角度分析個體工作結果變項之形成歷程。因此，本研究目的在於從實徵的角度，同時探討個人團隊適配性與個人結果變項的關係以及個人團隊政治知覺與團隊政治氣候是否在個人團隊適配與其結果變項之間扮演調節的角色。 本研究採用委託施測的問卷發放方式蒐集資料，總計共發放620份問卷，回收576份，共計54個團隊。經篩選後，最後採計的有效樣本共460份問卷，其中包括45個團隊。再以SPSS 15.0與HLM 6.06統計分析軟體，針對蒐集資料進行跨層次分析。實證研究結果顯示：一，當個人與團隊適配程度愈高，則對其工作結果變項均呈現正向預測效果；二、個人團隊政治知覺與團隊政治氣候均會干擾個人團隊適配性與其工作結果變項之間的關係，但有趣的是，當個人團隊政治知覺或是團隊政治氣候越強時，個人團隊適配性與工作結果變項間的關係，不一定會呈現弱化的效果，有可能是出現強化的效果。因此，這樣的發現值得後續研究者參考與注意。 最後，本研究根據實證分析結果，提出管理意涵、研究限制及未來研究發展方向，並針對改善組織中的政治行為，提出實務上可行的建議，期能提昇公司的文化與價值觀，進而為企業帶來競爭優勢。
並列摘要
The study mainly examined the outcomes of person-group fit and the moderating roles on person-group fit. After reviewing the related literatures, however, few empirical studies had addressed this issue. Based on the purpose of bridging the existing gap in the present academic efforts, we investigated the moderating roles of individual perceptions of group politics and group political climate on relationships between person-group fit and employee work outcomes. In addition to direct influence of person-group fit on employee work outcomes, we also examined the moderating roles of individual perceptions of group politics and group political climate in the relationship between independent variables and dependent variables. The study has distributed 620 questionnaires. 576 of them were effective by surveying 45 groups. Then, we adopt descriptive statistics, reliability, correlation, etc. Because the levels of analysis in this present study were at the individual level and group level, we used hierarchical regression method to examine the moderating effect of social interaction, and HLM (hierarchical linear modeling) to test the moderating effect of individual perceptions of group politics and group political climate. The result indicated that there was a positive relationship between person-group fit and employee work outcomes. As our prediction stated, the moderating effect of individual perceptions of group politics and group political climate were significant. The result indicates that ever though the degrees of individual perceptions of group politics and group political climate are high, the relationship between person-group fit and employee work outcomes will not necessarily become stronger. Based on the result, some implications and suggestions for the academic fields and practical managers were offered for future research.
參考文獻
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延伸閱讀
- 黃瓊億、黃家齊（2020）。一起快樂合作吧！團隊調節焦點、團隊情感氛圍與團隊績效的關係：轉換型領導的調節中介模型。組織與管理，13(1)，45-85。https://doi.org/10.3966/199687602020021301002
- 林鉦棽（2007）。跨層次觀點下印象管理動機與主管導向之組織公民行為的關係：社會互動與組織政治氣候的調節角色。管理學報，24(1)，93-111。https://doi.org/10.6504/JOM.2007.24.01.06
- 沈其泰（2003）。團隊共享心智模式對知識分享之影響—以成員特性與成員組合為調節變項〔碩士論文，元智大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0009-0112200611330072
- 康竣凱（2023）。The Study of the Relationship between Employee Experience and Employee Well-being – Relational Psychological Contract as a Mediator and Generational Differences as a Moderator〔碩士論文，國立臺灣師範大學〕。華藝線上圖書館。https://doi.org/10.6345/NTNU202300483
- 羅志強（2006）。A Study on the Relationship and Influence on Organizational Citizenship Behavior and Job Performance between Job Insecurity and Psychological Contract of the Employees at Financial Holding Corporate〔碩士論文，淡江大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0002-2107200614332200