本研究探討個人主觀適配與個人與組織適配回饋契合程度的組合（兩者一致或不一致），對網路求職者其主觀組織吸引力知覺的影響。此外，並探討個人對回饋同意程度是否調節前述之關係。本研究以137位大學生為對象，透過紙筆問卷與網路問卷兩階段收集資料。事前單尾獨立樣本t考驗的結果顯示，在個人與組織適配回饋和主觀適配的契合狀況一致時，接收到高適配回饋的受試者其主觀之組織吸引力較高；反之，低適配回饋使受試者的主觀之組織吸引力較低。在個人與組織適配回饋和與主觀適配的契合狀況不一致時，高適配回饋未能提高受試者的主觀組織吸引力知覺，但低適配回饋則使受試者的主觀組織吸引力知覺較低。在個人與組織適配回饋和主觀適配的契合狀況不一致時，個人對適配回饋的同意程度調節個人主觀適配度對組織吸引力的影響，因而造成高適配回饋的效果不顯著；反之，接收到低適配回饋的受試者，其組織吸引力則未因對回饋同意程度的高低而產生差異。此外，在個人與組織適配回饋和主觀適配契合狀況一致時，受試者對回饋的同意程度亦調節個人主觀適配度對組織吸引力的影響。根據本研究之結果，建議企業可在公司網頁中，提供簡單的適配指標，將可協助求職者自我選擇，以減少不適任履歷，並且提高適任者履歷之目的。

Made available in DSpace on 2016-03-15T19:26:46Z (GMT). No. of bitstreams: 1 Edson Luiz Pereira - ADM2006.pdf: 1001249 bytes, checksum: d39d550ba90d536d680924e6e166a325 (MD5) Previous issue date: 2006-09-14 / This work aimed a fit analysis between individual and Organizational Values, and the purpose of search for differences between sub units in an organization. Differently from P-O Fit studies, that use to evaluate fit using a single instrument to measure Personal and Organizational Values, this research added to the analysis the Work Values system and the hierarchy and, used three different instruments, validated to Brazilian culture to the measurement of values ( EVP Personal Values Scale, EVT Work Values Scale and IPVO Organizational Values Scale), all of them are based on the General Values Theory. This work is a descriptive research that used quantitative methodology. The data was collected using a closed questionnaire in a sample of 397 individuals, sub divided in three sub units of a service organization. The results made evident that congruencies vary according to the sub units and that the work values allow us to identify a bigger number of positive or negative congruencies. / Este trabalho teve como objetivo analisar as congruências entre os Valores Individuais e os Valores Organizacionais, com o propósito de verificar diferenças entre subunidades da organização. De forma diversa dos estudos de P-O Fit que avaliam as congruências por meio de um único instrumento para a avaliação dos Valores Pessoais e Valores Organizacionais, esta pesquisa acrescentou à análise o sistema de Valores Relativos ao Trabalho e a hierarquia. Três instrumentos validados para a cultura brasileira foram utilizados para a mensuração de valores (EVP Escala de Valores Pessoais, EVT Escala de Valores Relativos ao Trabalho e IPVO Inventário de Perfis de Valores Organizacionais), todos baseados na Teoria Geral de Valores. Este trabalho caracterizou-se por uma pesquisa descritiva, e utilizou metodologia quantitativa. Os dados foram coletados mediante questionário fechado a uma amostra de 397 sujeitos, subdivididos em três subunidades de uma organização de serviços. Os resultados evidenciaram que as congruências variam de acordo com a subunidade e que os Valores Relativos ao Trabalho permitem a identificação de um maior número de relações de congruências positivas ou negativas.

The rise of crowdsourcing practices has revolutionized the way in which organizational tasks can be performed. One application of crowdsourcing that has been receiving growing attention over the past decade is using the crowd to collect environmental data that is needed to monitor, manage and predict environmental events. Most projects are still in their initial stages and since these projects often require high levels of citizen participation, there is a need to better understand the motivations for individuals to(dis)engage in these crowdsourcing projects, especially when long-term participation is required. Therefore, the aim of this thesis is to explore the motivations of individuals that participated in a crowdsourcing project for environmental data collection. Building on Self-Determination Theory, Social Exchange Theory and Social Identity theory, a case was studied of an organization that successfully motivated citizens from all over the world to use their drones to collect geographic climate data. In total, ten interviews were conducted with the drone-operators. The findings suggest that participants felt intrinsically motivated to engage because they wanted to do good, cared about climate change and were passionate about flying drones. Additionally, they experienced extrinsic motivations such as the possibility of gaining future job offers, recognition, and experience. Moreover, since participation was deemed relatively easy and straightforward, costs of participation were low and outweighed by the benefits. Finally, feeling part of a wider community made the participants more motivated to engage. Using crowdsourcing to collect environmental data on a wider spatiotemporal scale can help guide policy-making that mitigates or manages the impacts of climate change. Future projects would benefit from more and diversified research that support the design of long-term participation schemes, as the success of the projects depends on the level of citizen engagement.

語言系統中，形音之間的映照關係為一持續受到探討的議題。本篇論文旨在利用眼動閱讀實驗以及口語理解─視覺典範深入探究閱聽中文形聲字時，音形映照之存在性及其時序歷程。 本文進行兩個眼動實驗。實驗一旨在探究視覺的閱讀歷程中，中文的音形映照於詞彙層次和次詞彙層次之歷程及影響。結果顯示，同音字密度效果未達顯著，但音形對應一致性效果於晚期眼動指標中顯著呈現。顯示出音形映照於視覺詞彙辨識的晚期產生影響，並證實語音表徵和字形表徵於視覺處理中是互為雙向影響之觀點，實驗一結果並支持音至形的反向連結映照於視覺模式中具有其重要性。實驗二主要使用口語理解─視覺典範，進一步探究並檢驗音形映照於口語詞彙辨識過程中之時序及歷程。結果顯示，音形對應一致性效果於早期眼動指標中顯著呈現，隨後同音字密度效果於晚期眼動指標中顯著呈現。此研究結果支持雙向交互激發模型(BIAM)之假設，顯示詞彙辨識機制中，存在字音和字形表徵之間的動態交互連結；並證實字形表徵於口語詞彙辨識過程中時序性的影響。 整體而論，本研究整合形音映照之概念所衍生出的形音一致性效果及同音字密度效果，就視、聽兩種模式之眼動實驗，檢視音形映照歷程，並進一步提供音形映照的實驗證據，探究其於中文語言系統的文字辨識歷程中之影響力與重要性。 / The present study aims to examine the states of phonological to orthographic (P-O) mappings when reading and listening Chinese phonograms. Two eye tracking experiments regarding to visual and auditory modalities were conducted to explore the intrinsic nature and the temporal dynamics of P-O mappings in Chinese word recognition. Experiment 1 manipulated homophone density and P-O consistency to investigate the involvement of P-O mappings at lexical and sublexical levels during the reading process. The result of Experiment 1 revealed that the P-O consistency effect was evident in second-pass eye movement indices of total viewing time (TVT) and rereading rate (RRR), demonstrating a late occurrence of P-O consistency effect at a the verification stage in reading. The occurrence of P-O consistency is in accordance with the view that the phonological information and orthographic representation are activated in a bidirectional flow, which implies that the mappings from phonology to orthography were guaranteed during the reading process. Experiment 2 utilizes visual world paradigm to explore the P-O mappings in auditory modality and further inspect the temporal dynamic in listening Chinese spoken characters. The result demonstrated that the P-O consistency effect emerged approximately 300 ms earlier than the homophone density effect, reflecting the early P-O consistency effect and the relatively late HD effect during the temporal stage of spoken word recognition. The result also supports the bidirectional activation of orthographic and phonological codes during word recognition, demonstrating the notion that the dynamic influences of orthography representation on spoken word recognition are ubiquitous at both sub-lexical and lexical levels.

The accounting profession continually has problems with hiring and keeping qualified staff; and many accounting scandals have shown a lack of ethical behavior on the part of Certified Public Accountants (CPA). This suggest a misfit between those in the profession and the ethics that the profession strives towards. Research has shown that the congruity of personal values with organizational values, person-organization fit (P-O fit), is an important factor in the hiring, socialization, and retention of employees. In addition, ethical behavior has been found related to P-O fit. Accounting educators have been called upon to address these problems by inculcating accounting students with the values of the accounting profession. This research firstly reports on the results of a comparison of the personal values of upper level accounting students in Georgia with the personal values of CPA leaders in Georgia. Personal value priorities were measured with the Rokeach Value Survey (RVS). The findings indicated that these samples of Georgia CPA leaders (N = 193) and accounting students (N = 516) significantly differed in the priority given to 24 of the 36 (66.7%) RVS values. This result suggests a lack of P-O fit between accounting students and the accounting profession. Secondly, this research reports on the effectiveness of two education interventions designed to improve the P-O fit of accounting students: a Curriculum Modification Intervention and a Value Self-Confrontation (VSC) Intervention. These education interventions were delivered online as part of the content of two distance learning classes on accounting ethics. The curriculum of both classes were augmented with content aimed at increasing the priority given to the value of courageous. The two classes were designated as either Group 1 or Group 2. Group 1 received only the Curriculum Modification Intervention. Group 2 received both the Curriculum Modification Intervention and the VSC Intervention, which was targeted at increasing the priority given to the four values of capable, courageous. honest, and responsible—values related to the Code of Professional Conduct and Bylaws (2012) of the American Institute of Certified Public Accountants. The results indicated that Group 1, from the beginning to the end of class (short-term value change), did not increase the priority given to courageous. Thus, the stand-alone Curriculum Modification Intervention did not result in the desired effect. Group 2, on the other hand, did increase the short-term priority given to all four of the targeted values. Moreover, Group 2 increased the long-term priority given to two of the four targeted values: capable and courageous. The higher priority given to these values at the end of class persisted for 15-16 weeks. The effect sizes indicated practical significance. These results suggest that the VSC Intervention was effective at inducing both short-term and long-term value change in the priority given to values of importance to the ethics of the accounting profession. These findings have implications for CPA firms, specifically with regard to hiring ethically “fitting” staff and fostering an ethical culture in accounting firms. The results of this research also provide input that may be helpful in improving accounting pedagogy, especially the pedagogy of accounting ethics education and distance education. Key words: person-organization fit, P-O fit, CPA firm turnover, personal values, value change, value self-confrontation, VSC, Rokeach Value Survey, RVS, Certified Public Accountant, CPA, ethics education, accounting students, online education, distance learning. / Business Management / D.B.L.