個人與環境適配對工作態度與行為之影響

An Investigation of the Effect of Person-Environment Fit on Work Attitudes and Behaviors

莊璦嘉(Aichia Chuang) ； 林惠彥(Hui-Yen Lin)

《台灣管理學刊》 5卷1期 (2005/02) Pp. 123-148

https://doi.org/10.6295/TAMJ.2005.0501.05

摘要

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。

關鍵字

個人工作適配 ； 個人組織適配 ； 個人群體適配 ； 個人主管適配 ； 對照關係

並列摘要

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.

並列關鍵字

Person-job fit ； Person-organization fit ； Person-group fit ； Subordinate-supervisor fit ； Contrasting relations

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