工作適配近年來一直是人力資源管理領域中重要的研究議題,工作適配會影響個人在組織中的工作行為表現,適合的工作才能使工作者發揮最大的效用。組織認同是影響組織成員忠誠度的關鍵因素,當個人對組織的認同程度越高時,越會展現與組織身分及價值觀一致的行為,同時亦會提高工作績效。而工作滿意與工作壓力也一直是職場上很重要的影響因素,滿意的工作會提高員工的工作績效,反之,若員工所感受到的工作壓力劇大,將會造成員工的身心理健康以及工作表現有所損害,故本研究在探討個人工作適配透過工作滿意與工作壓力對於組織認同的影響關係。 本研究以南部地區某軍事工廠之組織成員為研究對象,共計發放400份,剔除填寫不完整之無效問卷43份,回收有效樣本共357份,有效回收率為89.2%,本研究採用SPSS統計軟體進行問卷分析結果檢驗,分析項目有次數分配分析、描述性統計、信度分析、相關分析、獨立樣本t檢定、變異數分析、迴歸分析以及中介分析。本研究結果顯示: (一) 工作適配正向影響工作滿意與組織認同;工作適配負向影響工作壓力 (二) 工作滿意正向影響組織認同;工作壓力負向影響組織認同 (三) 工作滿意在工作適配與組織認同之間具中介效果。 (四) 工作壓力在工作適配與組織認同之間具中介效果。 最後,本研究將針對本次調查之結果,提供具體管理與實務上的建議,依此來改善國軍南部地區某軍事工廠組織成員的感受程度。
The purpose of this study is to examine the effects of job-person fit, job satisfaction, and job stress on organizational identification. A survey was conducted on the employees of a military factory in the south of Taiwan by means of intentional sampling. A total of 400 questionnaires were distributed in this study, and 43 invalid questionnaires were excluded. 357 valid samples were collected, with a valid recovery rate of 89.2%. Statistical analysis was performed using SPSS statistical software to examine the results of the questionnaire, in the order of number analysis, descriptive statistics, reliability analysis, independent sample t-testing, variance analysis, regression analysis, and mediation analysis. The results of this study showed that job-person fit positively affected job satisfaction and organizational identification; job-person fit negatively affected job stress; job satisfaction had a mediating effect between job-person fit and organizational identification, and job stress had a mediating effect between job-person fit and organizational identification. Finally, this study provides specific management and practical suggestions to improve the perceptions of the members of a military factory organization in the southern region of the National Army.