適配的「適配」：關係適配與理性適配的互動

＂Fit＂ about Fits: The Interaction between Relational Fit and Rational Fit

莊璦嘉(Aichia Chuang) ； 沈其泰(Chi-Tai Shen)

《人力資源管理學報》 17卷3期 (2017/09) Pp. 1-32

https://doi.org/10.6147/JHRM.2017.1703.01

摘要

本研究的目的在探討關係適配（個人與主管適配、個人與群體適配）對於理性適配（個人與工作的需求—能力適配、個人與工作的需要—供給適配、個人與組織適配）和結果變項間之關係的干擾效果。透過328 份主管與部屬的對偶資料，進行polynomial 迴歸分析。研究結果顯示：除了關係適配對於個人與工作的需求—能力適配和離職傾向間之干擾效果不顯著外，關係適配和理性適配之間存在互動的效果。具體來說，當其中一種適配指標達到高契合程度，或者當兩種適配指標同時都達到高契合的程度時，員工會展現出較高的工作績效、工作滿意、以及較低的離職傾向。最後，則對於本研究結果與貢獻、研究限制、未來研究方向、以及實務上的管理意涵進行討論。

關鍵字

個人與工作適配 ； 個人與組織適配 ； 個人與主管適配 ； 個人與群體適配 ； 多元適配模型

並列摘要

This study aims to investigate the moderation effect of relational fit (person-supervisor fit and person-group fit) on the relationships between rational fit (demands-abilities fit, needs-supplies fit, person-organization fit) and employee outcomes. A total of 328 manager-employee dyads were analyzed using polynomial regression analysis and response surface methodology. Results show that in a majority of the cases, relational fit and rational fit interact to predict outcome variables. Specifically, when either relational fit or rational fit was high, or when they were both high, employees had higher job performance and job satisfaction, and lower intent to quit Theoretical contributions, limitations, future research, and managerial implications were discussed.

並列關鍵字

person-job fit ； person-organization fit ； person-supervisor fit ； person-group fit ； multidimensional model of PE fit

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