個人-組織契合度、組織認同與工作投入關係之研究-以七年級生工作族群為例

The research about the relations among person-organization fit, organizational identity, and job involvement – a case study of the 1980’s generation

蕭巧智(Chiao-Chih Hsiao)

指導教授 ： 李弘暉

元智大學/管理學院/管理碩士在職專班/碩士(2012年)

摘要

未來七年級生將成為職場的主力，但現在企業在面對職場上七年級生的工作態度評價普遍不高，而企業為使組織永續經營，應了解其特質與想法，並提供適當的管理方式及工作環境，以增進員工與組織的適配性及情感連結，誘發其對工作的熱忱，對企業競爭力之維繫，是一值得探討的重要課程。本研究主要探討員工知覺工作的期望與實際真實感受互動結果，並衡量其向心力與投入度之關係。
本研究針對民國七十~七十九年出生之七年級生進行問卷調查，探討個人與組織契合度、組織認同與工作投入之關係，共回收252份問卷，使用SPSS分析軟體進行樣本結構分析、變異數分析、相關分析及迴歸統計分析。
本研究發現(1).個人與組織契合度與工作投入及組織認同均呈顯著正相關。(2).組織認同與工作投入呈顯著正相關。(3).個人與組織契合度會透過組織認同中介效果，對工作投入產生影響。
本研究結果，將建議組織研擬符合七年級的相關管理策略，以增進員工與組織的契合程度，同時加強組織認同，將有助於他們對組織的忠誠及工作投入程度，以作為企業招募及留住七年級生人才之參考。

關鍵字

七年級生 ； 個人-組織契合度 ； 組織認同 ； 工作投入

並列摘要

The 1980’s generation will be the main power in their workplace in the future; however, generally speaking, their present credit about their working attitude is not good. For sustainable operation, the companies should understand the characteristics and thoughts of the 1980's generation and provide appropriate managerial methods and working environment. To maintain a company’s competitiveness, it is important and worth discussing about how to increase the fitness and affection connection between the employees and their company, further bringing out their passion to work. This study mainly investigates the employees’ perceptions of their expectation and their real feelings toward their job; besides, the relationship between the employees’ coherence and their involvement was evaluated.
The questionnaire survey was conducted by the 1980’s generation to discuss the relations among the person- organization fit, the organization identity, and their job involvement. 252 questionnaires were valid. The SPSS analysis software was used to conduct the sample structure analysis, ANOVA, correlation analysis, and regression analysis.
There are three findings in this research. First, it showed that the relations among the person-organization fit, the organization identity, and their job involvement are all significantly positive. Secondly, it is significantly positive between the organization identity and their job involvement. Thirdly, the person-organization fit affected the job involvement through the mediating effect of organizational identity.
According to the research results, it is suggested that the companies should develop the relevant managerial strategies for the 1980’s generation to increase the fitness between the employees and the organization. Simultaneously, to strengthen the organizational identity is helpful to increase the employees’ loyalty and their job involvement, which could be the reference to recruit and retain the 1980’s generation.

並列關鍵字

The 1980's generation ； Person-organization fit ； Organizational identity ； Job involvement

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