「合得來」還重要嗎？再探個人組織配適度、組織正義感知及發聲行為對公務人員工作滿意度之影響

When does Fit Matter? The Impact of Person-organization Fit, Organizational Justice, and Employee Voice on Job Satisfaction of Civil Servants in Taiwan

個人是否對於工作感到滿意，除了取決於個人和組織之間的配適度，個人和組織之間的互動關係也是重要的考量。過去文獻多半認為，倘若個人和其所處工作環境的配適程度越高，對於個人和所屬組織之間建立良好的工作關係越有幫助，也就能提升個人對工作的滿意程度。然而，因為個人組織的不配適度所引發對工作的不滿意，是否會因為個人與組織之間良好的互動關係而有所不同呢？為了回答此問題，本文將檢視，公務人員和所屬組織的配適程度，組織正義、發聲行為傾向及其工作滿意度之間的關聯性。
利用量化方法分析考試院針對全國公務人員所做的問卷調查資料，本文發現，整體而言，個人工作滿意度和個人與組織配適度之間的關係達統計顯著水準。不過，兩者的關係會因工作滿意度的指標測量而有所差異。相對而言，組織正義和工作滿意度之間的正向關係較為一致穩定。此外，經驗證據也顯示，配適度以及互動關係的交互作用與個人的工作滿意程度
有關。亦即，當個人與其所屬組織之間的配適度較低時，良好的互動關係似乎能抵銷因不配適導致工作滿意度低的情況。基於研究結果，未來在我國公務人力資源管理上，不僅應重視配適度，更應提升個人與組織之間的互動關係，特別是組織正義。

Individual job satisfaction is not solely determined by how well individuals fit into their organizations but is also shaped by the quality of their interactions within those organizations. This study posits that positive interaction experiences can enhance job satisfaction levels, even when the alignment between individuals and their organizations is not optimal. Therefore, in addition to considering the degree of alignment, the quality of interactions emerges, exemplified by organizational justice and employee voice intention, as critical factors in enhancing job satisfaction among public servants. Utilizing survey data from the Examination Yuan on public servants, the results confirm the importance of person-organizational fit in influencing job satisfaction, albeit with variations depending on the specific measurement indicators used. On the other hand, organizational justice consistently demonstrates a positive association with job satisfaction. Furthermore, the study reveals that both the degree of complementary fit and organizational justice jointly influence job satisfaction. The findings suggest that positive interactions can mitigate the negative impact of a lack of fit on job satisfaction, particularly when the degree of fit is low. It underscores the importance of considering not only the degree of fit but also the quality of interactions in understanding and promoting job satisfaction in the public sector in Taiwan.