本文同時探討不同的個人與環境適配(person-environment fit)與工作態度及行為之對照關係(contrasting relations)與遞增效度(incremental validity)。本研究將118位店長和285位店員配對,以階層迴歸(hierarchical regression)及Steiger(1980)的相關差異z檢定來驗證假設,結果顯示:對照於其他適配,工作、群體和組織適配與公民行為有最強相關;群體和組織適配與反績效行為有最強相關;群體和組織適配與組織承諾有最強相關;群體和組織適配與工作滿意度有最強相關;群體和組織適配與離職意圖有最強相關。遞增效度分析發現:對組織公民行為而言,組織與群體適配有外加於工作適配的效度;對組織承諾而言,群體、工作與個人適配有外加於組織適配的效度;對工作滿意而言,群體與個人適配有外加於組織適配的效度;對離職意圖而言,群體適配有外加於組織適配的效度。
This study addresses contrasting relations and incremental validity of person-environment fit on various attitudinal and behavioral constructs. Using a sample of 118 attire store managers and 285 employees, the results from Steiger's (1980) z test indicate that P-J, P-G, and P-O fits relate stronger to organizational citizenship behavior than S-S fit; P-G and P-O fits are more strongly associated with counterproductive behavior, organizational commitment, and job satisfaction than P-J and S-S fits. The analyses for incremental validities suggest that for organizational citizenship behavior, P-O and P-G fits have incremental validities over P-J fit; P-G, P-J, and S-S fits explain additional variances of organizational commitment over P-O fit; for job satisfaction, P-G and S-S fits have incremental validities over P-O fit; finally, for intention to leave, P-G fit has incremental validity over P-O fit.