台灣製造業個人──組織適配對於組織承諾之直接與間接影響研究

Direct and Indirect Influences of Person-Organization Fit on Organizational Commitment in the Taiwanese Manufacturing Industry

本研究在探討台灣企業組織裡，個人－組織適配度（P-O適配度）對組織承諾之直接與間接影響，此外，也想要探究工作滿意度與知覺組織支持在P-O適配度與組織承諾間之中介效果。本研究採用問卷調查法蒐集實證資料，以結構方程模式驗證研究假說。研究結果發現：1.P-O適配度對知覺組織支持、工作滿意度與組織承諾具有正向效果；2.知覺組織支持對工作滿意度與組織承諾也具有正向效果；3.P-O適配度不僅直接正向影響組織承諾，也透過知覺組織支持與工作滿意度間接正向影響組織承諾。因此可知，企業若想要增強員工的組織承諾，必須要提升員工的知覺組織支持、工作滿意度與P-O適配度。

This study investigates the direct and indirect influences of person-organization fit (PO fit) on organizational commitment in Taiwan. Besides, this study would like to explore the mediation effects of job satisfaction and perceived organizational support (POS) on the positive relationship between P-O fit and organizational commitment. The study uses questionnaire survey method to test the hypotheses by means of structural equation modeling (SEM). The results of this study are as follows: first, this study finds out that person-organization fit positively affects perceived organizational support, job satisfaction, and organizational commitment. Second, perceived organizational support positively affects job satisfaction and organizational commitment. Third, this research demonstrates that P-O fit can not only positively affect organizational commitment directly, but also positively influence it indirectly via perceived organizational support and job satisfaction. If companies would like to enhance organizational commitment, they have to improve their PO fit, perceived organizational support, and job satisfaction.