Дисертації з теми "Fit and satisfaction"
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Plutt, Jessica A. "Body Cathexis, Fit Satisfaction, and Fit Preferences Among Black and White Plus-Sized Women." University of Akron / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=akron1310422362.
Повний текст джерелаKennedy, Michael. "An integrative investigation of person-vocation fit, person-organization fit, and person-job fit perceptions." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4768/.
Повний текст джерелаAwando, Maxwell Omondi. "Pre-tenured Faculty Job Satisfaction: An Examination of Personal Fit, Institutional Fit and Faculty Work-life." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/47794.
Повний текст джерелаPh. D.
Rodgers, Carrie Anne. "Person-job fit and person-organization fit as components of job seeking." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.
Повний текст джерелаFilkins, Carol R. "A study of the relationship between occupational stress and person-environment fit." Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/722448.
Повний текст джерелаInstitute for Wellness
Johnson, Joi Alesha. "Impact of the Prophecy Job Fit Predictor on New Graduate Nurse Satisfaction." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7019.
Повний текст джерелаDong, Beibei Zou Shaoming Evans Kenneth R. "The effects of customer participation on service outcomes a fit perspective /." Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/6762.
Повний текст джерелаSchoon, Hilary J. "Person-supervisor fit implications for organizational stress, organizational commitment, and job satisfaction /." Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1219849186/.
Повний текст джерелаGorman, C. Allen, and X. Zheng. "Prosocial Identity Fit and Work Outcomes: The Mediating Role of Life Satisfaction." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/7770.
Повний текст джерелаIssah, Mohammed. "The Relationship Between Perceptions of Fit and Job Satisfaction among Administrative Staff in a Midwestern University." Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1374514295.
Повний текст джерелаCarrasco, Heather. "THE IMPORTANCE OF FIT: FOSTERING JOB SATISFACTION AND RETENTION IN EARLY CHILDHOOD EDUCATORS." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/861.
Повний текст джерелаBrandon, John R. "An exploratory factor analysis examining traits, perceived fit, and job satisfaction in employed college graduates." Ashland University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1322756914.
Повний текст джерелаPuccio, Gerard J. "Person-environment fit : using Kirton's Adaptor-Innovator theory to determine the effect of stylistic fit upon stress, job satisfaction, and creative performance." Thesis, University of Manchester, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303305.
Повний текст джерелаParr, Jacqueline Nicole. "The Impact of True Fit® Technology on Millennial Consumer Confidence and Satisfaction in their Online Clothing Purchase." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc1062912/.
Повний текст джерелаWoolfolk, Tara N. "A qualitative exploration of program satisfaction and fit among African-American mothers in the Parents as Teachers program one size does not fit all /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 194 p, 2006. http://proquest.umi.com/pqdweb?did=1216750841&sid=3&Fmt=2&clientId=8331&RQT=309&VName=PQD.
Повний текст джерелаJones, Michelle R. "An Investigation of Fit, Style, and Accessibility of Ready-To-Wear Clothing for Tall Women." Thesis, Virginia Tech, 1996. http://hdl.handle.net/10919/36799.
Повний текст джерелаThe subjects were satisfied with the overall fit of Tall clothing, but were dissatisfied with the style, and reported buying Misses' size for most clothing. The subjects rated style as more important than fit and were more satisfied with the overall style of Misses' clothing than with the style of Tall clothing. The subjects appeared to buy Misses' clothing despite their dissatisfaction with fit, in order to have the desired styles.
The reported fit problems with Tall clothing were too short hiplines in skirts and too short hemlines in button-up blouses. When compared with the measurements for Tall in PS 42-70, the subjects' measurements were significantly larger. Comparisons of measurements between Black subjects and White subjects revealed no significant differences.
Style appeared to be a major influence in tall women's dissatisfaction with and the purchase of Tall clothing. Therefore, manufacturers need to consider aesthetic qualities when developing garments for this market and should revise sizing systems to accommodate the fit needs of Tall women.
Master of Science
Kamaludin, Bashirah. "The relationship between fit and job performance and job satisfaction among engineers at Telekom Malaysia." CSUSB ScholarWorks, 1999. https://scholarworks.lib.csusb.edu/etd-project/1531.
Повний текст джерелаBissett, Megan Frances. "The role of values and value congruence for job satisfaction, person organisation fit, work engagement and resilience." Thesis, University of Canterbury. Psychology, 2014. http://hdl.handle.net/10092/9171.
Повний текст джерелаBeattie, Mark A. "An Investigation of Person-Environment Fit, Satisfaction, and Burnout among NCAA Division II Intercollegiate Student-Athletes." The Ohio State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu1558614008062943.
Повний текст джерелаHaggerty, Abbi L. "Turnover Intentions of Nonprofit Fundraising Professionals: The Roles of Perceived Fit, Exchange Relationships, and Job Satisfaction." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/3802.
Повний текст джерелаBiedrzycki, Sonja-Blanca, and Dennis Vall. "Passar du in i organisationen? : En undersökning av relationen mellan Person-organization fit och arbetstillfredsställelse." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-33069.
Повний текст джерелаThe purpose of the study was to investigate whether person-organization fit affects job satisfaction. Furthermore, the purpose was also to investigate whether gender and age affect person-organization fit and job satisfaction. P-O fit is the congruence between the individual's or the organization's goals or values. P-O fit is a factor that affects work satisfaction. The survey was constructed and shared on social media with a total of 106 respondents between the ages of 21 to 69. All participants worked at least part-time with most full-time. The survey was based on the Minnesota Satisfaction Questionnaire (MSQ) and the Person-Organization Fit Scale (POFS). The result showed that both P-O fit and age correlate with job satisfaction. Furthermore, the results showed that men experience higher estimated work satisfaction. P-O fit is therefore an important factor that influences the employee to achieve a high level of job satisfaction, since an employee wants to work at an organization that is in the same line as one's own values. By experiencing high job satisfaction, flexibility also increases, which further contributes to more efficient work on the part of the employee.
Rainer-Jeanes, Earline. "Clothing interest, leisure activity continuity and their association to clothing fit satisfaction for women 55 years and older." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-07102009-040413/.
Повний текст джерелаYu, Angel On Kei. "The outcome of person-job fit: A test of the realistic information hypothesis." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1232.
Повний текст джерелаYen, Wen-Shen. "Person-environment fit: work-related attitudes and behavioral outcomes in continuing care retirement communities." Diss., Kansas State University, 2012. http://hdl.handle.net/2097/14757.
Повний текст джерелаDepartment of Hospitality Management & Dietetics
Chihyung Ok
Academics and practitioners alike have studied the concept of person-environment fit (P-E fit) during the last two decades. How well a person fits the work environment may be an effective indicator of attitudes and behaviors in organizations. P-E fit is not completely conceptualized, so existing studies of fit theory have focused only on particular dimensions of fit leading to contradictory results. Therefore, Study 1, using multi-dimensional environment fit, tested relationships among the environment fits, work related attitudes, and outcomes at the individual, group, and organization levels. In addition, Study 2 examined the effect of relationship qualities between hierarchical levels (supervisor-subordinate) and multi-dimensional fit on employee turnover intention. To empirically test the proposed relationships, 288 foodservice employees at continuing care retirement communities (22 facilities) statewide submitted questionnaires. Of these, 261 and 254 were usable in study 1 and study 2, respectively, for further data analysis. The results of structural equation modeling (Study 1) suggested that employee need-supply fit, demand-ability fit, person-group fit, and person-organization fit were positively related to employee need satisfaction. Further, need satisfaction was positively related to outcome variables like work engagement, interpersonal citizenship behavior, and organizational commitment. Results of hierarchical multiple regressions (for Study 2) showed that employee need-supply fit perception related negatively to turnover intention. The study also found that the leader-member exchange relationship moderated the need-supply fit and turnover intention. Thus, a close exchange relationship between leaders and subordinates could keep subordinates from leaving because of a need-supply misfit. Further discussion and managerial implications of the findings along with directions for future studies are provided.
Karakurum, Muge. "The Effects Of Person-organization Fit On Employee Job Satisfaction, Performance And Organizational Commitment In A Turkish Public Organization." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606110/index.pdf.
Повний текст джерелаSharom, N. Q. B. "The relationship between person-organization fit and employee outcomes : the mediating role of psychological need satisfaction and employee attitudes." Thesis, University of Salford, 2017. http://usir.salford.ac.uk/43350/.
Повний текст джерелаSchantz, April D. "Impact of Person-Environment Fit upon Strain and Well-Being for Emergency Responders." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3768.
Повний текст джерелаRogers-Sharer, Shelly Leigh. "Internal Attributes That Mitigate Perceived Job Insecurity: Improving Employee Satisfaction." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/762.
Повний текст джерелаCheng, Jen-Li. "The Taiwanese Bank Employee's personality stereotype : an exploration of its predictive power on organisational commitment, job satisfaction, and person-organisation fit." Thesis, University of East Anglia, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.543371.
Повний текст джерелаMathis, Diane Lynne, and Virginia Lynne Reed. "Differences between personality traits of DCS intake and carrier workers, their goodness of job fit, and its effect on job satisfaction." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2081.
Повний текст джерелаPalmer, Leah L. "Examining Quality of Hire as a Function of Person-Organization and Person-Job Fit at "PharmCo"." TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1456.
Повний текст джерелаNadler, Dustin Ryan. "The influence of social class on academic outcomes: A structural equation model examining the relationships between student dependency style, student-academic environment fit, and satisfaction on academic outcomes." OpenSIUC, 2013. https://opensiuc.lib.siu.edu/dissertations/692.
Повний текст джерелаVolpone, Sabrina DeeAnn. "IT IS A SMALL WORLD AND IT IS ONLY GETTING SMALLER: EXPLORING THE RELATIONSHIP BETWEEN SOCIAL NETWORK CHARACTERISTICS AND OUTCOMES WHILE ACCOUNTING FOR THE INFLUENCE OF MEDIATORS AND MODERATORS." Diss., Temple University Libraries, 2013. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/220318.
Повний текст джерелаPh.D.
In this manuscript I examine outcomes associated with social networks in organizations. Specifically, I consider how two characteristics of social networks (i.e., centrality, tie strength) can affect the performance and satisfaction of employees at work. Then, I explore the role that perceptions of fit (i.e., person-group fit, person-organization) may play in mediating the relationship between social network characteristics and (a) employee performance and (b) job satisfaction. Moreover, I investigate boundary conditions of the aforementioned mediated relationships (i.e., social network characteristics - fit perceptions - employee performance; social network characteristics - fit perceptions - job satisfaction). First, I consider how individual differences (i.e., racioethnicity, sex) generate employee dissimilarity that likely moderates the relationship between structural network characteristics and perceived fit in the mediated relationships proposed. Second, I examine an organizational variable (i.e., perceived diversity climate) as a first and second stage moderator of the aforementioned mediated relationships. Overall, it is necessary to investigate the relationships proposed in the model, because studying social networks helps us to understand why employees interact with certain individuals (or not with others) and how organizational outcomes are affected by employees' choices regarding their social networks.
Temple University--Theses
Saltz, Jessica Lynne. "Beyond simple similarity the relationship of leader-follower personality fit with follower satisfaction with the leader and follower commitment to the organization /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1797.
Повний текст джерелаThesis research directed by: Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
Huang, Hsin-Chieh, and 黃信潔. "The Effect of Hospital Employees’ Communication Satisfaction on Person-Organization Fit ─ Person-Job Fit as the Moderator." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/438kt5.
Повний текст джерела長榮大學
醫務管理學系碩士班
103
Purposes One of the factors that contribute to the manpower shortage in the healthcare organizations is the lack of an appropriate channel for the lower-level employees to communicate their problems efficiently. This problem results in a low consensus and a poor person-organization fit between employee and organization and employees’ inability to seek after the vision and mission of the organization. Nevertheless, the employees are required to have not only the passion to achieve the vision and mission of the hospital, but also the professional competence to meet the job requirements. This study aimed to examine the impact of the communication satisfaction on the person-organization fit as well as the moderating role of person-job fit. Methods The study conducted a cross-sectional survey among employees from two regional level hospitals in Taiwan through a stratified sampling approach from the medical, technical, nursing, and administration departments. Among the 850 questionnaires that were distributed, 707 were responded and 637 were effective (with a 74.94% effective response rate). After data cleaning, descriptive analysis and difference test were conducted. Then a series of hierarchical regression analyses was implemented to examine the relationship between communication satisfaction and person-organization fit, and the moderating effect of person-job fit. Results The communication satisfaction of the employees positively influenced the person-organization fit, especially the communication satisfaction with their supervisors (β=0.457, p=0.000). In the hierarchical regression analysis, the interaction of communication satisfaction with personal-job fit significantly influenced the person-organization fit. An interference figure was obtained. Person-job fit was divided into "high groups" and "low groups", and the results show that the influence of communication satisfaction on person-organization fit for the "high group" employees was greater than the "low group" employees. Conclusions Healthcare organizations need to carefully examine the rights of the employees and listen to their opinions, especially through the communication between supervisor and employee in order to improve the person-organization fit. The study also shows the importance for the hospitals to examine the person-job fit of the employees in order to increase operational performance. Therefore, it is suggested that not only should healthcare organizations improve the communicative relationship with employees, they should also incorporate the person-job fit theory while hiring and new employees.
Lin, Jia-Chin, and 林嘉勤. "The Research of Job Satisfaction and Performance-Regulatory Fit Perspective." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/21692684510405451578.
Повний текст джерела中原大學
企業管理研究所
97
Employees are significant parts and resource of a corporation. Under today’s competitive environment, selecting talents effectively to improve production and service efficiency is now a challenge to corporate management. Outstanding employees must be handled properly to let them enjoy their work while making contributions to the job. Therefore, how to select proper staffs and positioning the talents for the appropriate tasks has become an important mission and assignment of human resource management. Moreover, one thing that cannot be neglected is that job motive is an important factor affecting subsequent job performance. Managers should make best matches of staff personalities and jobs, and observe closely the changes affecting job performance, make suitable adjustment of job function, change working environment, and utilize incentive programs to satisfy the employees, while achieving job performance and organization competiveness. Personality is a major basis for corporate recruitment. The main purpose of this paper is to study how properly matched job content would bring out greatest satisfaction and performance. According to regulatory fit concept raised by Higgins (1997), dividing samples into two different goal oriented groups, which are promotion oriented and prevention oriented. Whether staff personalities fit job nature would influence employees’ work attitude and result, therefore, employer should authorize different goal oriented employees with suitable jobs, and keep an eye on the subsequent result changes, while offer proper stimulation to develop long term job efficiency. This paper is based on “adjustment focus” as research basis. Most scholars use it for purchasing motives and intention researches that can be proofed to enhance stronger convincing effects. This research is the first attempt, which applies promotion/prevention theory viewpoint to corresponding job nature, proactive and conservative respectively, and studies the influences on working result from two groups of different goal oriented employees under fit/non-fit situation. Further find out how working results are interfered by job motives. We can draw to the conclusion that personality and job nature matching have obvious effect on working results. Therefore, corporate should arrange their employees according to their personalities with corresponding job nature, and give appropriate inspiration based on job motives. Thus, make improvement on the design, planning and application towards human resource recruiting; training; job arrangement and employment.
HUANG, SZU-CHI, and 黃思綺. "The Relationship Between Fit and Job Satisfaction—Gender as Moderator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/2e95b9.
Повний текст джерела嶺東科技大學
國際企業系碩士班
107
In recent years, the issue of "gender mainstreaming" has gradually risen, and other laws on gender power, such as the Work Equality Law, the Gender Equality Education Law, and the Sexual Harassment Prevention Law, all emphasize the equal human rights protection that both sexes should enjoy. The early traditional concept, "man earns, women reason." Men should bear the family economy, women should be responsible for taking care of the family at home, and the impression has gradually been overthrown. In this study, we conducted a questionnaire to investigate the influence of Fit and Job Satisfaction due to gender differences. This study is based on the professional gender of the workplace staff, such as police, military, firefighters, financial services, traditional and electronic manufacturing personnel. Through the study, 300 questionnaires were distributed and 250 were returned. We further excluded 50 questionnaires due to incomplete and invalid answers, which left a total of 200 (80%) valid questionnaires in our study. The sampling method used was convenience sampling. The SPSS frequency distribution, reliability analysis, and the multiple regression analysis were used determine the relationship between dependent and independent variables. The results support most of the hypotheses. In conclusion, we found different genders will affect fit and job satisfaction.
Hsueh, Julia, and 薛婉婷. "The relationship of personality-job fit to satisfaction and organizational commitment." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/85441357497388295418.
Повний текст джерелаFeng, Li-Chun, and 馮麗淳. "Effect of Employee’s Proactive Personalities and Task Autonomy Characteristics Fit on Job Satisfaction based on Person-Organization Fit Theory." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/90609659387384544820.
Повний текст джерела國立高雄大學
經營管理研究所
99
In recently years, Person-Organization Fit (P-O Fit) has become the popular conceptualization between employees and organizations. Organizations should take the question seriously about that how to arrange employee to right and suitable place and how to increase the relationship between employees and employers. Therefore, this study applies the need-supply fit (i.e., one of P-O fit perspectives) to explore the fit relationship between employee’s personality (high proactive personality and low proactive personality) and task autonomy (high task autonomy and low task autonomy). In addition, the study examines whether the need-supply fit influences job satisfaction. A purposive sampling method will be adopted to select various types of finance, marketing, transport, catering, and human resource consultant in Taiwanese service industry. Once a firm is selected, participants will be recruited from various departments to participate in the survey. Participants from various departments in service sectors will be chosen because heterogeneous samples of employees in the service industry are more likely to be sought there. The current study investigates P-O fit theory based on the needs-supplies congruence perspective in an attempt to extend the application of P-O fit theory. In addition, the findings of the relationship between the need-supply fit and job satisfaction may provide the suggestion that organizations can assign or rearrange employees to a suitable task to make them feel satisfaction when they do their job.
CHANG, CHIUNG-FANG, and 張瓊芳. "The Relationship among Person-Environment Fit, Job Satisfaction and Organization Commitment: The Moderating Effect of Communication Satisfaction." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/dgf54c.
Повний текст джерела國立臺灣科技大學
企業管理系
106
The purpose of this study was to examine the relationship between person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit), job satisfaction and organization commitment. Based on person-environment fit theory, this study explored the mediating effect of job satisfaction between person-environment fit and organization commitment. This study also explored the moderating effect of communication satisfaction on the relationship between person-environment fit and organization commitment. We used questionnaire survey to conduct this study and collected employee data. We obtained 239 valid questionnaires. Our study results showed that (1) person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit) positively related to job satisfaction; (2) person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit) positively related to organization commitment; (3) job satisfaction mediated the relationship between person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit) and organization commitment; (4) the moderating effect of communication satisfaction between person-organization fit and organization commitment was supported, but person-job fit and subordinate-supervisor fit were not supported.
Chen, Pei, and 陳沛. "The Study of Relationship between Person Job Fit、Person Organization Fit and Job Satisfaction: The Mediating Effect of Successful Aging." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/71832540914884215813.
Повний текст джерела國立臺灣科技大學
企業管理系
102
According to the past research, person job fit and person organization fit will lead to positive reactions on the Job Satisfaction when employees face it. Population ageing is gradually serious. However, the aging around the world, the word “Successful Aging” is very important. The key point in research wants to know that employees is successful aging, whether person job fit and person organization fit will lead to positive reactions on the job satisfaction or not. Instead of the past view, the mediating effect of successful aging explore the impact of person job fit and person organization fit and job satisfaction. In this study, conducted the survey questionnaire distributed, 238 were recovered. Study found that The Study of Relationship between person job fit、person organization fit and job satisfaction: The mediating effect of successful aging. .
Lin, Yu-ting, and 林昱廷. "Assessing the relationships of team personality, job satisfaction and team performance: team-organization fit and team-job fit as mediators." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/10948287552434370534.
Повний текст джерела大同大學
資訊經營學系(所)
100
This paper outlines the development of person-environment fit theory, which emphasizes the congruence between the person and their working environment. This paper was aimed at investigating the interplay of two facets of person-environment fit with job- and organization-level outcomes, mainly attributed to provide useful insights for more effective management. The study based on a sample of 83 groups in Taiwan. The data were self-reported. Structural equation modeling (SEM) were applied to test the hypotheses. This paper investigates the relationship between team personality, person-organization fit, person-job fit, job satisfaction and group performance. First, the results revealed that is significant interactions between facets of person-organization fit and group performance. Second, we found that is significant interactions between team personality, person-organization fit and person-job fit. Third, person-job fit were positively related to job satisfaction and group performance. The results show that team personality influence on the job satisfaction as person-job fit as a mediator. Also, person-job fit effect on the team performance as job satisfaction as a mediator. Finally, we discuss the limitations and future research directions and implications for practice are discussed.
Chin, Hung-chi, and 金洪琦. "The effects of Person-Supervisor Fit and Person-Workgroup Fit on role performance, job satisfaction and perceived support: The Airline crew." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/70102522150803595017.
Повний текст джерела國立中山大學
人力資源管理研究所
98
Previous researches about the Person-Environment Fit were mainly based on the points of view of Person-Organization Fit and Person-Job Fit. Researches based on the points of view of Person-Supervisor Fit (P-S Fit) and Person-Workgroup Fit (P-G Fit) was less made. But nowadays, more and more companies adopt team approach for the organization of the main mold of operation. How to establish a harmonious group and enhance group’s and individual performance becomes an important issue. The main purpose of this research is base on Fit Theory to examine Person-Supervisor Fit and Person-Workgroup Fit between crew, their supervisor and their coworker in every flight. In this study, Person-Supervisor Fit and Person-Workgroup Fit were defined as independent variables; role performance, job satisfaction and perceived support were defined as dependent variables. The relationship between independent and dependent variable are deeply discussed. There are 136 pairs of questionnaires surveyed by employees and their supervisors. Supervisor Leadership Profile (SLP) and Workgroup Characteristics Profile (WCP) were reduced to 16 of 25 statements as Q ranking items, and Q methodology was applied for measuring P-S Fit and P-W Fit. Regression analysis was used to further explore the dependent variable on the independent variable''s influence. The result indicate that:First, employee with high P-G Fit, has more job satisfaction, the correlation between P-G Fit and job satisfaction is significant; second, employee with high P-S Fit, has more perceived supervisor support, the correlation between P-S Fit and perceived supervisor support is significant; third, employee with high P-G Fit, has more perceived coworker support, the correlation between P-G Fit and perceived coworker support is weak significant. This research further represents the direction of future research and practical meaning of management.
Chen, Chwun-De, and 陳純德. "A Study of Using Task-Technology Fit on User Satisfaction of ERP System." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/53367576103231038299.
Повний текст джерела中原大學
資訊管理研究所
89
Because of the radical change of external competition environment and increased management complexities, traditional information systems cannot afford to support enterprise the real-time and needed information. Furthermore, as Y2K problem and worldwide major manufacturer add fuel to the ERP implementation flames dramatically, enterprises rashly to adopt ERP system falling over one another. ERP system is known as a best practice for enterprise. However, the academic community still has few studies on ERP system utilization and performance evaluation, and most of researches are still focus on adoption factors, implementation modes, and critical success factors of implementations in Taiwan. Few studies are made to develop an empirical and opera ionized measuring instrument, or to find out the concrete performance contribution of ERP system. This paper, based on task-technology fit theory, tries to sum up all relative constructs and adopt the questionnaire of Goodhue and Thompson (1995) and Goodhue (1998) through the discussion of task characteristics, technology characteristics and task-technology fit. From the fitness of users task requirement and ERP system, we try to examine the user satisfaction of ERP system and explore the relationship between ERP system utilization and individual performance impact. We focus some important questions, such as (1) user satisfaction of ERP system; (2) whether user’s task characteristics and technology characteristics of ERP system will influence task-technology fit; (3) whether task-technology fit will influence user satisfaction of ERP system; (4) whether task-technology fit will influence ERP system utilization. Through the effort and contribution made by this paper, we hope to build up a practical and fair ERP system performance measurement criterion, and to be a reference of criterion generation to other systems in the near future. From research results we find that task-technology fit of ERP is relatively high and it does make high user satisfaction, individual and organization impacts. Besides, though work efficiency is raised and information requirement is satisfied, it can not change users’ beliefs and attitudes significantly and promote them to explore other functions of ERP further. This paper suggests that researchers should strengthen their researches on individual characteristics in order to encourge the increasing and feedback of system utilization and frequency. This paper not only uses impirical data to have an examination on task-technoloy fit theory, but it contributes a effective measuring criterion to ERP system also. Practitioners could use it to have a diagnostics on system problems and to be an integration reference between ERP, supply chain management and customer relationship management systems.
Ching-Yi, Pan, and 潘靜儀. "A Study of Travel Motivation and Satisfaction of Chinese FIT Travelers in Kaohsiung." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/35629343438889192359.
Повний текст джерела國立高雄餐旅大學
餐旅管理研究所在職專班
102
In July 2008 Mainland tourist groups were officially granted permission to travel in Taiwan. The increasingly frequent cross-strait exchanges and transformation in cross-strait relations have brought more tourism-related industry development opportunities. Mainland tourist groups have steadily grown to become Taiwan’s largest source of tourists. In June 2011 the government officially opened up individual visits to Mainland tourists. An empirical study on Mainland tourists as individual visitors in Taiwan was conducted to explore the attractiveness of Kaohsiung’s overall travel environment and tourists’ travel satisfaction, which shall serve as a reference for operators in the future development of Kaohsiung tourism marketing strategies. Findings show that: (1) The main factors contributing to Mainland tourists’ satisfaction while on individual visits in Kaohsiung are summarized into six factors: “price”, “humanities and culture”, “travel information”, “transportation”, “food”, and “accommodation”, all of which produced a significant impact. Ranked in order, they are: “price”, followed by “humanities and culture”, “travel information”, and “accommodation” which had the least impact; (2) The analysis of Mainland tourists’ different travel motives as individual visitors in Kaohsiung; (3) As for Mainland tourists on individual visits who background”, “age”, “marital status”, “occupation”, “monthly income”, and “travel companion” showed significant differences in terms of travel satisfaction.
Mutsvunguma, Patricia S. "Ethical climate fit, leader-member exchange and employee job outcomes." Thesis, 2012. http://hdl.handle.net/10539/11321.
Повний текст джерела江達隆. "The Influence of Job Satisfaction, Organizational Commitment and Person-Organization Fit on Organizational Misbehavior." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/54648589770858805419.
Повний текст джерела大葉大學
國際企業管理學系碩士班
92
According to the past literature, the researches on the field of organizational behavior mostly focus on positive side about the organizational members’ attitudes, seldom to touch the issue on negative attitudes or even the organizational misbehavior in workplace. In this way, in this study we mainly confer the influences of the organizational misbehavior through the perspectives of job satisfaction, organizational commitment and person-organization fit. Data were collected via the questionnaire survey by convenience sampling method, and 856 valid samples were selected. The main results of this study were presented as followings: 1. After factor analysis, this study extracts three categories of organizational misbehavior, which are inactive behavior, crooked behavior about obtain benefit, and harmful behavior. 2. It is discovered from the analysis results through the structural equation model that job satisfaction、organizational commitment and person-organization fit are significant negative related to the organizational misbehavior.
Huang, Wei Chung, and 黃威權. "A Study of the Relationships among Behavioral Integrity, Person- Supervisor Fit and Job Satisfaction." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/30522576908041082841.
Повний текст джерела大葉大學
管理學院碩士在職專班
100
Based on research recent years, some scholars pointed out that employees are affected by perceptions of their supervisor’pattern of word-action consistency, such acts are called behavior integrity. In addition, as the mediating variable of this study is Per-son-Supervisor fit, one new field in Person-Environment fit which is quite popular in organizational behavior research nowadays. So, this study is aimed to investigate the relationship and to discover the influence between Behavioral integrity, Person- Super-visor fit, and Job satisfaction of elementary school teachers. The studied population is elementary school teachers in northern Taiwan, and all valid questionnaires are 400 copies, thus all collection of real result as follow: 1. Behavioral integrity and Job satisfaction have significant positive relationship. 2. Behavioral integrity and Person-Supervisor fit have significant positive relationship. 3. Person-Supervisor fit and Job satisfaction have significant positive relationship. 4. Person-Supervisor fit was found to have partially mediating effects between Behavioral integrity and Job satisfaction. According to the conclusion of this study, when a Supervisor owns highly behavioral integrity, it will appear to mediate impacts of Job satisfaction through the person-supervisor fit.
Hsieh, Ming-Hui, and 謝明輝. "The Studies of the Relationships among Handling Conflict, Team Values Fit, and Team Satisfaction." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/03232284450004488295.
Повний текст джерела國立體育學院
教練研究所
91
The purpose of the study was to investigate: (1) the relationship between the styles of handling conflict and team satisfaction, (2) the relationship between team values fit and team satisfaction, and (3) the relationship among handling conflict, team values fit, and team satisfaction. The study was proceeded from 2003 April 1 to 2003 April 18. Data were collected from three hundred and fifty eight male and female athletes who participated in basketball, volleyball, table tennis, and badminton in four universities of northern Taiwan. By means of Pearson product-moment correlation and section regression, the study compiled statistics to make us realize the relationship among handling conflict, team values fit, and team satisfaction and predict any probable situation. The results were as follows. 1. The avoiding style of handling conflict had the significantly positive effect upon predicting team satisfaction. 2. The orientation toward teams of team values fit had the significantly positive effect upon predicting team satisfaction. 3. The interaction of the above-mentioned two ways did not have any predictive effect upon team satisfaction.
CHEN, CHIEN-NI, and 陳倩妮. "Explore The Intention of Clinical Nursing Staff Job Fit, Job Satisfaction and Organization Retention." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/10792187849726672075.
Повний текст джерела玄奘大學
應用心理學系碩士在職專班
103
The present study aims to explore the applicability of the theory of job adjustment in nursing fields, and to explore the relationships of job fit, job satisfaction and organization retention in nurses in Miaoli County in Taiwan. Participants were 281 nurses from two accredited excellence hospital in Miaoli County. A total of 257 participants completed all questionnaires, with a response rate of 81.46%. The sample data were analyzed by using frequency, percentage, t test, one-way ANOVA, pearson’s product-moment correlations and structural equation modeling implemented in SPSS 20.0 and Amos 5.0. The results revealed several findings as follows: 1. Four factors are extracted from the Job Adjustment Scale of Clinical Nursing Staff—"the Fit of Personal Ability and Ability Requirements", "the Fit of Personal Values and Reinforce Pattern", "Intrinsic Satisfaction" and "Extrinsic Satisfaction". The scale shows an acceptable reliability (Cronbach’s α = .974). 2. The structural equation modeling indicated that the correlations of organization retention of clinical nursing staffs with Extrinsic Satisfaction are highest (β = .31, p < .001), followed by marriage (β = .25, p < .001), followed by the Fit of Personal Values and Reinforce Pattern (β = .21, p <.01). 3. The correlations of organization retention of clinical nursing staffs with age (β = .15, p > .05), seniority (β = .16, p > .05), salary (β = .05, p > .05), Intrinsic Satisfaction (β = .02, p > .05) and the Fit of Personal Ability and Job Requirements (β = .08, p > .05) are non-significant. Conclusions: Nursing manpower shortage is a global problem. The results of this study indicated that the wills of organization retention achieve in stable stages in nurses older than 30 years of age, service years exceeding five years or in married nurses. This study suggested that if a hospital would retain a clinical nurse to service at least five years, the hospital nursing supervisors should concern the fit of personal values and salary reinforcement and extrinsic satisfaction, in other words, individual’s values should in congruence with work salaries. In addition, the extrinsic satisfaction of elastic salary adjustment, fair promotion opportunities and flexible working arrangements should be emphasized. Furthermore, the instrument designed in this study— the Job Adjustment Scale for Clinical Nursing Staff is a reliable and valid scale for the assessment of the job adjustment of clinical nursing staffs. The scale can be used in futrther study as a tool for assessing the will of retention in nurses. Final, in further study the model is suggested to include more factors such as work-family confict, personality traits and salary increases to make the theoretical framework more completed.