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¡GFirst, 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.

The purpose of this study was to determine if personality fit between NASCAR drivers and their major sponsors affects the sponsorship outcomes of consumer attitudes toward the sponsor, attitudes toward the brand, and purchase intentions during a NASCAR event. Moreover, fan identification and product involvement were examined as moderators between personality fit and the three sponsorship outcomes. A cross-sectional, non-experimental, exploratory study was conducted at a NEXTEL Cup event in April 2007, the NASCAR Samsung 500 at Texas Motor Speedway in Fort Worth, Texas. Several hundred paper-and-pencil questionnaires were distributed to willing participants prior to the start of the race. A total of 385 questionnaires were distributed during the event, and 347 were completed and useable for data analysis, resulting in a 90% response rate. The demographic variables analyzed in this study showed that there were approximately 58% males and 38% females (percentages may not add up to 100 due to rounding or missing responses). The majority of the sample was Caucasian (82%) and married (62%). Respondents at this event were fairly evenly distributed according to age with 11.2% in the 18-24 range, 25.6% in the 25-34 range, 33.7% in the 35-44 range, 18.2% in the 45-54 range and 7.5% in the 55 and older age range. Finally, most of the respondents were high school graduates (31%) or had some college experience (23%). Data analyses conducted in the study included a factor analysis, descriptive statistics (i.e., frequencies, means, and standard deviations), bivariate correlations, and hierarchical moderated regression analyses. Results indicated that there were three personality dimensions present among the NASCAR drivers and their major sponsors: (1) Excitement/Ruggedness, (2) Competence/Sophistication, and (3) Sincerity. Personality fit on all dimensions had a positive effect on each of the three dependent variables: attitude toward the sponsor, attitude toward the brand, and purchase intentions, with personality fit on Dimension 1 having the strongest overall impact. Fan identification moderated the relationship between personality fit and all three dependent variables. Product involvement had a significant direct effect on all three dependent variables, but had only a slight moderating effect on personality fit and attitude toward the sponsor.

Information Acquisition is the most essential and the most widely¡Vused function on the Internet. The Internet provides a platform on which News to be communicated to users faster and services to be delivered more efficiently. With the growth of users on the Internet, the online news database becomes a powerful tool of information acquisition under the integration of computers and communication technologies. Users can find useful information related to their work and daily life very easily. The purpose of this research is to investigate the information acquisition behavior affiliated with different uses of on-line news database. We use the Task-Technology Fit Model proposed by Goodhue and Thompson (1995) to investigate whether a better fit can result in a better decision satisfaction. An experiment was designed to study the user satisfaction under different settings of task characteristics and search tools. The results indicate that different search tools result in different satisfaction levels. More specifically, the keyword search has resulted a higher user satisfaction than the classified catalog search tool. Unfortunately, we do not find a better fit between task characteristics and the search tool can result in a higher user satisfaction. The findings can tell why Google, a pure keyword search engine, becomes dominating on the Internet search. It also provides implications for the design of search tools and the improvement on the functions of classified catalogs for developing on-line news Databases.

Research on person-organization fit suggests that a good fit between individual and organizational values results in positive outcomes for individual¡¦s behaviors and attitudes. If an organization has a ¡§strong culture¡¨ with a ¡§good fit¡¨, beliefs and behavior, it normally demonstrates a high level of corporate performance. Therefore, organizations attempt to influence their members, inspire individuals to think and to act in accordance with organizational interests by practice. The purpose of this study was to investigate the effects of the ideology of practical management on person-organization fit and employee's effectiveness. Questionnaires, based on the interviewee data fields used and the key factors resulting from the original quantitative studies, were developed and tested in 2002. The subjects in the study were the realtors beyond one year experience in Taiwan¡¦s largest real estate agency company. A total of 484 questionnaires were distributed. Of which 341 were valid. Data collected from the questionnaires was analyzed using reliability analysis, correlation analysis, and regression analysis. The results of the research were as follows: 1. There was a significant positive correlation between the ideology of practical management and person-organizational culture fit. 2. Perception model of the ideology of practical management had a significant positive influence on person-organizational culture fit. 3. No significant relationship between personal-organizational culture fit and employee's effectiveness. According to these findings, we propose suggestions for increasing cultural fit and reducing cultural differences between individual and organizational values.

In this paper we analyze how many shuffles are necessary to get close to ran- domness for a deck of n cards. Aldous (1983) shows that approximately 8.55 (n=52) shuffles are necessary when n is large. Bayer and Diaconis (1992) use the variation distance as a measure of randomness to analyze the most commonly used method of shuffling cards, and claim that 7 shuffles are enough when n=52. We provide another idea to measure the distance from randomness for repeated shuffles. The proposed method consists of a goodness of fit test and a simple simulation. Simulation results show that we have a similar conclusion to that of Bayer and Diaconis.

In recent years, the IT industry in Taiwan has gradually shifted from hardware manufacturing to software design. At the same time, conflict between IT industry and MIS graduates exists: CISA (Information Service Industry Association of China, Taipei) still claims the immense shortage of IT workers no matter how high the unemployment rate is. However, MIS graduates don¡¦t get extraordinary pay due to this situation. There are two constructs used to describe the ¡§fit¡¨: person-job fit and person-organization fit. Based on the ¡§fit¡¨ concept, the purpose of this research is to find out the gap between IT manager and MIS graduate as well as other demographic variables such as sex, area and industry. According to the purposes of this research, we have discovered some important results: a. Fit between IT manager and MIS graduate¡GFreshmen of the new generation are originative¡Benergetic¡Boptimistic but less durable for frustrations. IT managers tend to expect newcomers follow work rules and norms. b. Fit between sex¡GGeneral speaking, male tends to accept work rules and norms and prefers the value of competition and result-orientation. Female has more preferences to fringe benefits and work environment and uphold originality and respect. c. Fit between areas¡GPeople living in the North Taiwan pay more attention on ¡ureward¡vand ¡ufriendship¡vin work and agree with the value of profession and human nature. Morals and traditions are highly emphasized in the South Taiwan. d. Fit between other demographic variables¡GFirst, MIS graduates of private universities place more importance on ¡ustability¡vand ¡uperformance¡vthan that of national universities. Second, IT managers under 40 years old have more willingness to offer higher reward conditions for Freshmen and more agreement with the value of ¡ucreative humanity¡v. Finally, people in software service industry think highly of ¡ureward¡vand the value of ¡ucreative humanity¡v¡B¡umorality¡vand ¡urespect¡v.

The rapid growth of World Wide Web has created a new platform for information exchange. Although WWW makes more data easily available, it has also created many problems such as information overload, disorientation, and reduced quality of data. In order to solve these problems, most current approaches primarily focused on information filtering and searching based on the technical perspective. Few researches have provided analytical results of the information acquisition behaviors over the Web. Based on the cognitive fit theory and task-technology fit (TTF) theory, this study proposes a comprehensive research model to describe the individual information acquisition strategies on the World Wide Web. To examine the research model, a laboratory experiment was performed on a group of 120 students. Sixteen task scenarios were designed and one prototype website was developed according to the specifications defined through the literature review and a pilot study. The research results show that both task structure and system characteristics have an impact upon individual information acquisition behaviors over the website. The experiment also confirms that subjects feel more satisfactions at adopting formal search and purposeful browsing strategies. The understanding effect of the research object is a function of scanning and purposeful browsing strategies. The interaction between task structure and system characteristics is also significant. These findings allow us to have a better understanding of information acquisitions behavior on the Web.

The purpose of this dissertation is to understand how individuals’ preferences for resource allocation affect their attitudinal and behavioral responses towards the organization. Building on the three main allocation norms (equity norm, equality norm and need norm) and taking the perspective of the recipient of an allocation, a model that predicts the antecedents of norm preference and consequences of using different allocation norms by the organization is presented and tested with a sample of Turkish registered nurses. Results show that recipients have differential preferences for allocation norms depending on resource type being allocated and characteristics of the environment. Furthermore, the fit or misfit between recipients’ preferred allocation norm and the allocation norm used by the organization affects recipients’ justice perceptions about the organization, their outcome satisfaction and performance.

Thesis (M. Phil.)--University of Hong Kong, 2002. / Includes bibliographical references (leaves 127-132).

Thesis (Ph. D.)--York University, 2001. Graduate Programme in Statistics. / Typescript. Includes bibliographical references (leaves 96-103). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pNQ66371.