工作適性的組織、群體及職務層次對工作滿意的同時效果－－以臺灣旅館業餐飲部員工為例

The Simultaneous Effects of Fit with Organizations, Groups, and Jobs on Job Satisfaction: A Case Involving the Food and Beverage Employees of the Hotel Industry in Taiwan

許多研究指出，個人與組織及個人與職務的配適度，對於個人的工作態度有不同層次的影響力。另外，個人與群體的配適度亦被認為是工作滿意的決定因素。本研究的目的為探討個人與組織、個人與群體及個人與職務配適度之間的關係，及其對於工作滿意的影響。研究對象為台灣旅館業的餐飲部員工，有效樣本數共計340名員工。統計方法上，以斯皮爾曼等級相關分析個人與環境各層次的配適度，以多元迴歸分析檢測各層次配適度對於工作滿意的影響力。研究結果發現，個人與組織、群體及職務的配適程度越高，則工作滿意越高。其次，個人也會權衡不同層次的配適度，以決定工作態度。亦即，工作適性的組織、群體及職務層次，對於員工的工作滿意具有獨立效果與交互作用效果。

Studies have shown that person-organization (PO) fit and person-job (PJ) fit will affect an individual’s work attitude. In addition, person-group (PG) fit has commonly been reported as a determinant to job satisfaction. This study examined if a directional relation exists among PO, PG and PJ fit and their impacts on job satisfaction. The participants in this study are food & beverage employees in the hotel industry in Taiwan. The valid returned questionnaire sample was 340. The Spearman Correlation was used to analyze the fitness between the person and each level of environment. Multiple Regression was used to analyze the impact of each level of fit on job satisfaction. The findings showed that the higher the PO, PG and PJ fit, the higher the job satisfaction. Moreover, employees tradeoff different levels of fit in determining their job attitude. That is to say, PO, PO and PJ fit have independent and interactive impacts on job satisfaction.