Responsive image
博碩士論文 etd-1121118-085335 詳細資訊
Title page for etd-1121118-085335
論文名稱
Title
個人與組織適配度對組織認同及員工創新行為之影響研究-以職涯資本為調節變項
A Study on the Influences of Person-Organization Fit to Organizational Identification and Employees' Innovative Behavior: Career Capital as a Moderator
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
80
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2018-12-10
繳交日期
Date of Submission
2018-12-21
關鍵字
Keywords
個人與組織適配、組織認同、創新行為、職涯資本
Employees` Innovative Behavior, Career Capital, Organizational Identification (OID), Person-Organization Fit (P-O Fit)
統計
Statistics
本論文已被瀏覽 5885 次,被下載 85
The thesis/dissertation has been browsed 5885 times, has been downloaded 85 times.
中文摘要
隨著時代的轉變,企業營運方向、組織甚至員工的工作模式皆需要調整。改變只透過以往的專業知識行事,接收新事物成為現今工作所需的模式。本研究探討在不同組織中,帶給員工的文化及工作知識的養成,員工選擇與自己理念相符的企業,認同公司的文化、產品及經營理念,進而改善工作模式、開發創新,並讓員工在職涯的過程中感到成就、有被他人認可的感受,為公司帶來更大的經濟效益。
本研究以多種產業公司的從業人員為研究對象。問卷區分兩階段進行調查,有效問卷來共計308份。以描述性統計、信度分析、驗證性分析、相關分析及迴歸進行分析,探討「個人與組織適配」對「組織認同」的影響與「組織認同」對「個人與組織適配」與「員工創新行為」之中介效果,以及分析「職涯資本」對「組織認同」與「員工創新行為」之調節效果。研究結果如下:
一、「個人與組織適配」對「組織認同」具顯著正向影響性。
二、「個人與組織適配」對「員工創新行為」具顯著正向影響性。
三、「組織認同」對「員工創新行為」具顯著正向影響性。
四、「職涯資本」對「員工創新行為」具顯著正向影響性。
五、「組織認同」對「個人與組織適配」與「員工創新行為」具完全中介效果。
六、「職涯資本」對「組織認同」與「員工創新行為」不具有調節效果。
依據研究結果,提出具體研究結論與建議供實務界與後續研究之參考。
Abstract
With the change of the era, the adjust requirement of business direction, organization culture, and the employee’s way of working are increasing with the times. Today’s way of working is to accept the new idea and process the task not to rely on the out-of-date professional knowledge. This study is in different business organizations, the enterprise culture can influent the employee, and build the working knowledge to the employee. The employee will choice the enterprise which has the same idea with himself or herself. Furthermore, to identify himself or herself with culture, product, and idea of this company. And it can improve the working mode, the innovation of development, and it can let the employee have achievement during the working, and accepted by other colleagues so that it can bring the huge economic benefit to the company.
The subjects of the study are the employees who belong to multiple industries. There is a two-stage questionnaire survey, and the number of valid questionnaires is 308. The statistical analyses of descriptive statistics, reliability analysis, confirmatory factor analysis, Pearson correlation analysis, and multiple regression analysis are used in the study. The results of the study areas below.
i. Person-organization fit (P-O Fit)” has a significantly positive impact to organizational identification.
ii. Person-organization fit (P-O Fit)”has a significantly positive impact on employees' innovative behavior.
iii. Organizational identification has a significantly positive impact on employees' innovative behavior.
iv. Career capital has a significantly positive impact on employees' innovative behavior.
v. Organizational identification has full mediation effect between person-organization fit and employees' innovative behavior.
vi. Career capital does not have a moderation effect between organizational identification and employees' innovative behavior.
According to the research results, there are some concrete conclusions and suggestions provided for practice and future study as references.
目次 Table of Contents
第一章 緒論 ................................................................................................. 1
第一節 研究背景與動機 .......................................................................... 1
第二節 研究目的 ...................................................................................... 4
第二章 文獻探討 ......................................................................................... 5
第一節 個人與組織適配 .......................................................................... 5
第二節 組織認同 ...................................................................................... 8
第三節 員工創新行為 ............................................................................ 12
第四節 職涯資本 .................................................................................... 16
第五節 各研究變項間之關係 ................................................................ 20
第六節 研究架構 .................................................................................... 24
第三章 研究方法 ....................................................................................... 25
第一節 研究對象、資料蒐集與樣本特性............................................ 25
第二節 研究變項操作性定義及衡量工具............................................ 29
第三節 測量模式 .................................................................................... 36
第四節 資料分析方法 ............................................................................ 38
第四章 實證分析結果 ............................................................................... 39
第一節 各研究變項間之相關分析 ........................................................ 39
第二節 直接與間接效果之迴歸分析 .................................................... 41
第五章 結論與建議 ................................................................................... 47
第一節 研究結論 .................................................................................... 47
第二節 管理實務意涵 ............................................................................ 51
第三節 研究限制與未來研究建議 ........................................................ 54
參考文獻 ..................................................................................................... 57
一、 中文部分 ......................................................................................... 57
二、 英文部分 ......................................................................................... 58
三、 網站資料 ......................................................................................... 58
附錄一 ....................................................................................................... 65
附錄二 ....................................................................................................... 69
參考文獻 References
一、 中文部分
王舜慧(2010)。派外人員的情緒智力、跨文化適應與職涯資本之研究-以知覺 組織支持為調節變項。國立中正大學勞工關係學系碩士論文。
王震、孫健敏(2010)。人-组織匹配與個體創新行為的關係行为:三元匹配模式的視角。經濟管理,32(10),74-79。
王鐿錞(2013)。全球職涯資本之探討與量表建構-以台灣外派人員為例。靜宜大學企業管理研究所碩士論文。
吳偉偉、劉業鑫、劉康佳(2017)。人-組織匹配對創新行為的内在影響機制研究。工業技術經濟,12,63-68。
李泊諺、蔡孟娟(2016)。策略聯盟組織動態能力之推展:經由生涯資本與知識學習之途徑。績效與策略研究,13(2),1-18。
李晉豪(2012)。員工價值觀、認同感對員工生涯發展之影響。社會服務與休閒產業研究,1,30-45。
杜佩蘭、曾榮豐、黃英忠、施瑞峰(2009)。領導行為、組織學習與組織認同關係之研究。管理實務與理論研究,3(1),45-67。
邱偉韶(2016)。自發型派外人員職涯資本對文化調適與留任意願之影響研究。東吳大學國際經營與貿易研究所碩士論文。
紀乃文、黃淑貞 (2012)。如何強化新進人員的留任與表現?探討新進人員個人工作適配、個人組織適配對其工作績效與離職行為的影響師徒制度與新進人員人格特質的干擾效果。T&D 飛訊。
胡建軍、王立磊、張寧俊(2013)。組織認同對員工創新行為的激勵作用。財經科學,11,64-71。
胡政源(2005)。科技創新管理。台北:新文京開發出版股份有限公司。
唐永泰(2008)。轉換型領導、交易型領導與員工創新行為之關係。創新與管理,5(2),49-77。
珮蒂.麥寇德(2018)。給力:矽谷有史以來最重要文件 NETFLIX 維持創新動能的人才策略。台北市: 大塊文化出版股份有限公司。
莊璦嘉(2003)。個人與工作適配以及個人與組織適配對工作行為之影響-以顧客服務人員為例。國科會專案研究計畫成果報告。
莊璦嘉、林惠彥(2005)。個人與環境適配對工作態度與行為之影響。台灣管理學刊,1,123-148。
58
莊璦嘉、蘇弘文(2005)。主觀適配的特質環境前因與工作態度後果之探討。人力資源管理學報,5,1-27。
許昌隆、林淑慧(2015)。以人力資本觀點探討醫院員工教育訓練需求、教育訓練成效移轉與工作績效之關聯。勞資關係論叢,17(1),37-59。
陸洛、謝碧霞、潘君鳳(2009)。職場性別公平現況與性別公平知覺對工作態度 之影響-台灣全國樣本之分析,管理實務與理論研究,3(3),78-102。
黃能堂、曾暄芹(2015)。員工創新行為之研究探討。科技與人力教育季刊,2(2),1-15。
溫金豐(2005)。新進專業人員的組織社會化戰術與組織認同之關係:工作經驗與成長需求強度的干擾效應。台大管理論叢,2(15),143-164。
溫金豐、林裘緒、錢書華(2011)。轉換型領導與組織認同:領導者組織典範性知覺的調節效果。臺大管理論叢,21(2),265-286。
蔡啟通(2006)。領導者部屬交換與員工創新行為:組織正義之中介效果及組織特性之干擾效果。管理學報,23(2),171-193。
賴明政(2005)。流通連鎖產業之企業倫理價值、組織承諾與成員─組織適配
謝廷豪、林益永、鍾瑞國、楊雯惠、陳盈臻(2013)。創造力人格特質對創新行為之研究以幸福感為中介變項。修平學報,27,61-77。
魏鸞瑩(2012)。以職涯資本觀點探討人力發展新趨勢,T&D飛訊,145,1-20。
關係之研究。行銷評論,2(1),107-128。
二、 英文部分
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
Albert, S., Ashforth, B. E., & Dutton, J. E. (2000). Organizational identity and identification: charting new waters and building new bridges. Academy of Management Review, 25, 13-17.
Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw, & L. L. Cummings (Eds.), Research in organizational behavior (10, pp.123-167). Greenwich, CT: JAI Press.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39, 1154-1184.
Amabile, T. M., Schatzel, E. A., Moneta, G. B., & Kramer, S. J. (2004). Leader behaviors and the work environment for creativity: Perceived leader support. The Leadership Quarterly, 15(1), 5-32.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A
59
review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.
Ashforth, B. E., & Mael, F. (1992) . Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13, 103-123.
Autry, C. W., & Daugherty, P. J. (2003). Warehouse operations employees: Linking person-organization fit, job satisfaction, and coping responses. Journal of Business Logistics, 24, 171-197.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Baruch, Y. (1998). The rise and fall of organizational commitment. Human System Management, 17(2), 135-143.
Boon, C. D. N., Hartog, D., Boselie, P., & Paauwe, J. (2011). The relationship between perceptions of HR practices and employee outcomes: Examining the role of person-organisation and person-job fit. International Journal of Human Resource Management, 22, 138-162.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology, 89, 822-834.
Chartrand, J. M. (1991). The evolution of trait-and-factor career counseling: A person x environment fit approach. Journal of Counseling and Development, 69(6), 518-524
Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14(3), 333-349.
Cheney, G. (1983). The rhetoric of identification and the study of organizational communication. Quarterly Journal of Speech, 69(2), 143-158.
Choi, J. N., & Price, R. H. (2005). The effects of person-innovation fit on individual responses to innovation. Journal of Occupational and Organizational Psychology, 78, 83-96.
Chuang, A., & Sackett, P. (2005). The perceived importance of person-job fit and person-organization fit between and within interview stages. Social Behavior and Personality: An International Journal, 33, 209-226.
Conroy, S., Henle, C. A., Shore, L., & Stelman, S. (2017). Where there is light, there is dark: A review of the detrimental outcomes of high organizational identification.
60
Journal of Organizational Behavior, 38(2), 184-203.
Dakhli, M., & Clercq, D. D. (2004). Human capital, social capital, and innovation: A multi-country study. Entrepreneurship & Regional Development, 16(2), 107-128.
DeFillippi, R. J., & Arthur, M. B. (1994). The boundaryless career: A competency-based prospective. Journal of Organizational Behavior, 15 (4), 307-324
Delery, J. E., & Shaw, J. D. (2001). The strategic management of people in work organizations: Review, synthesis, and extension. Research in Personnel and Human Resource Management, 20, 165-197.
Deschamps, J. C., & Devos, T. (1998). Regarding the relationship between social identity and personal identity. In S. Worchel, J. F. Morales, & J. C. Deschamps (Eds.). Social identity: International perspectives (pp.1-12). London: Sage Publications.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, 239-263.
Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283-357.
Elsbach, K. D., & Bhattacharya, C. B. (2001). Defining who you are by what you're not organizational misidentification and the national rifle association. Organization Science, 12, 393-413.
Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of proactive personality: The role of fit with jobs and organizations. Personnel Psychology, 58, 859-891.
Faroqui, S., & Nagendra, A. (2014). The Impact of person organization fit on job satisfaction and performance of the employees. Procedia Economics and Finance, 11, 122-129.
Felker, J., & Gianecchini, M. (2015). Influence of pre-graduation international experiences on early career internationalization: The mediation effect of career capital. European Management Journal, 33(1), 60-70.
Hall, D. T., Schneider, B., & Nygren, H. T. (1970). Personal factors in organizational identification. Administrative Science Quarterly, 15, 176 -190.
Hoekstra, H. A. (2011). A career roles model of career development. Journal of Vocational Behavior, 78, 159-173.
Inkson, K., & Arthur, M. (2001). How to be a successful career capitalist. Organizational Dynamics, 30(1), 48-61.
Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behavior. Journal of Occupational and Organizational Psychology, 73(3),
61
287-302.
Jokinen, T. (2010). Development of career capital through international assignments and its transferability to new contexts. Thunderbird International Business Review, 52(4), 325-336.
Jokinen, T., Brewster, C., & Suutari, V. (2008). Career capital during international work experiences: Contrasting self-initiated expatriate experiences and assigned expatriation. The International Journal of Human Resource Management, 19(6), 979-998.
Kanter, R. M. (1983). The change masters. New York: Simon & Schuster.
Kanter, R. M. (1988). When a thousand flowers bloom structural, collective, and social conditions for innovation in organization. Research in Organizational Behavior, 10, 169-211.
Kleysen, R. F., & Street, C. T. (2001). Toward a multi-dimensional measure of individual innovative behavior. Journal of Intellectual Capital, 2(3), 284-296.
Knippenberg, D. V., & Van Schie, E. C. (2000). Foci and correlates of organizational identification. Journal of Occupational and Organizational Psychology, 73(2), 137-147.
Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
Lin, Shu‐Chi, & Huang, Yin‐Mei (2005). The role of social capital in the relationship between human capital and career mobility: Moderator or mediator? Journal of Intellectual Capital, 6(2), 191-205.
Lipponen, J., Bardi, A., & Haapamäki, J. (2008). The interaction between values and organizational identification in predicting suggestion‐making at work. Journal of Occupational and Organizational Psychology, 81(2), 241-248.
Miller, V. D., Allen, M., Casey, M. K., & Johnson, J. R. (2000). Reconsidering the organizational identification questionnaire. Management Communication Quarterly, 13(4), 626-658.
Mussner, T., Strobl, A., Veider, V., & Matzler, K. (2017). The effect of work ethic on employees' individual innovation behavior. Creativity and Innovation Management, 26(4), 391-406.
Naranjo-Valencia, J. C., Jimenez-Jimenez, D., & Sanz-Valle, R. (2017). Organizational culture and radical innovation: Does innovative behavior mediate this relationship?
62
Creativity and Innovation Management, 26(4), 407-417.
Nonaka, I. (1991). The knowledge-creating company. Harvard Business Review, 69(6), 96-104
O’Reilly, C. A., Chatman J., & Caldwell, D. E. (1991). People of organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.
Olkkonen, M., & Lipponen, J. (2006). Relationships between organizational justice, identification with organization and work-unit, and group-related outcomes. Organizational Behavior and Human Decision Processes, 100, 202-215.
O'Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499.
Patchen, M. (1970). Participation, achievement, and involvement on job. Englewood Cliffs, NJ: Prentice Hall.
Pedrini, M. (2007). Human capital convergences in intellectual capital and sustainability reports. Journal of Intellectual Capital, 8(2), 346-366.
Pervin, L. A. (1968). Performance and satisfaction as a function of individual-environment fit. Psychological Bulletin, 69(1), 56-68.
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
Prabhu, V., Sutton, C., & Sauser, W. (2008). Creativity and certain personality traits: Understanding the mediating effect of intrinsic motivation. Creativity Research Journal, 20(1), 53-66.
Pratt, M. G. (1998). To be or not to be: Central questions in organizational identification. In D.A. Whetten, & P. C. Godfrey (Eds.), Identity in Organizations (pp.171-208). Thousand Oaks, CA: Sage.
Rauch, A., & Frese, M. (2000). Psychological approaches to entrepreneurial success: A general model and an overview of findings. In C. L. Cooper, & I. T. Robertson (Eds.), International Review of Industrial and Organizational Psychology (pp.101-142). Chichester: Wiley.
Ravlin, E. C., & Meglino, B. M. (1987). Effect of values on perception and decision making: A study of alternative work value measures. Journal of Applied Psychology, 72, 666-673.
Redmond, M. R., Mumford, M. D., & Teach, R. (1993). Putting creativity to work: Effects of leader behaviour on subordinate creativity. Organizational Behaviour
63
and Human Decision Processes, 55, 120-151.
Rodriguez, J. K., & Scurry, T. (2014). Career capital development of self-initiated expatriates in Qatar: Cosmopolitan globetrotters, experts and outsiders. International Journal of Human Resource Management, 25(2), 190-211.
Rynes, S. L., & Gerhart, B. (1990). Interviewer assessments of applicant “fit”: An exploratory investigation. Personnel Psychology, 43, 487-521.
Saka, N., & Gati, I. (2007). Emotional and personality-related aspects of persistent career decision-making difficulties. Journal of Vocational Behavior, 71(3), 340-358.
Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395-426.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
Scott, Susanne G., & Bruce, Reginald A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607
Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30, 933-958.
Shaw, J. D., & Gupta, N. (2004). Job complexity, performance, and well-being: When does supplies-values fit matter? Personnel Psychology, 57, 847-879.
Sillince, John A. A., & Golant, Ben D. (2018). Making connections: A process model of organizational identification. Human Relations,71(3), 349-374.
Simon, H. A. (1988). Creativity and motivation: A response to Csikszentmihalyi. New Ideas in Psychology, 6(2), 177-181.
Singh, R., Ragins, B. R., & Tharenou, P. (2009). What matters most? The relative role of mentoring and career capital in career success. Journal of Vocational Behavior, 75, 56-57.
Super, D. E. (1957). The psychology of careers. New York: Harper & Row.
Suutari, V., & Mäkelä, K. (2007). The career capital of managers with global careers. Journal of Managerial Psychology, 22(7), 628-648.
Tempest, S., & Coupland, C. (2017). Lost in time and space: Temporal and spatial challenges facing older workers in a global economy from a career capital perspective. International Journal of Human Resource Management, 28(15), 2159-2183.
Tom, V. R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6(5), 573-592.
64
Vance, C. M. (2005). The personal quest for building global competence: A taxonomy of self-initiating career path strategies for gaining business experience abroad. Journal of World Business, 40(4), 374-385.
Velez, B. L., & Moradi, B. (2012). Workplace support, discrimination, and person-organization fit: Tests of the theory of work adjustment with LGB individuals. Journal of Counseling Psychology, 59(3), 399-407.
Wernerfelt, Birger (1984). A resource-based view of the firm. Strategic Management Journal, 5(2), 171-180.
Yuan, F., & Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342.
Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682-696.
Zikic, J., & Ezzedeen, S. (2015). Towards a more integrated view of entrepreneurial careers Qualitative investigation of the three forms of career capital and their relationships among high tech entrepreneurs. International Journal of Entrepreneurial Behavior & Research, 21(6), 756-777.
三、 網站資料
行政院主計處( 行政院主計處( 2017)。 人力運用調查統計結果行政院主處全球資訊網)。 人力運用調查統計結果行政院主處全球資訊網)。 人力運用調查統計結果行政院主處全球資訊網)。 人力運用調查統計結果行政院主處全球資訊網)。 人力運用調查統計結果行政院主處全球資訊網)。 人力運用調查統計結果行政院主處全球資訊網)。 人力運用調查統計結果行政院主處全球資訊網)。 人力運用調查統計結果行政院主處全球資訊網擷取 日期:, https://www.dgbas.gov.tw/public/Attachment/71220161626PNHRNIPU.pdf。
資誠聯合會計師事務所( 2017)。 2017資誠臺灣企業領袖調查報告。聯合會 計師事務 PwC Taiwan。擷取日期:, https://www.pwc.tw/zh/ceo-survey/2017/assets/2017-pwctw-ceo-survey.pdf。
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code