本研究旨在探討國民中學教師個人與組織適配、組織承諾對組織公民行為影響之研究，並探究組織承諾在個人與組織適配與組織公民行為之間是否具有中介變項的效果。本研究採用問卷調查法，以苗栗縣共29 所國民中學教師為樣本母群體，採分層隨機抽樣，抽出364位受試者，回收有效問卷286份，所得資料分別以描述性統計、t 考驗、單因子變異數分析、皮爾遜積差關係、迴歸分析等統計方法進行資料的分析與處理，以瞭解國民中學教師個人與組織適配、組織承諾對組織公民行為之現況、差異情形及其預測力。研究結論如下： 一、苗栗縣國民中學教師個人與組織適配屬中上程度，以「個人與同事適配度」最高。 二、苗栗縣國民中學教師組織承諾屬中上程度，以「情感性承諾」最高。 三、苗栗縣國民中學教師組織公民行為屬中上程度，以「對學生之公民行為」最高。 四、本校服務年資及學校規模在教師個人與組織適配上有顯著差異。 五、學校規模在組織承諾上有顯著差異。 六、學校規模在組織公民行為上有顯著差異。 七、教師個人與組織適配、組織承諾對組織公民行為具顯著相關與預測。 八、教師組織承諾在個人與組織適配與組織公民行為間具有部份中介效果。 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、國民中學校長、教師以及未來研究的參考。 關鍵詞：個人與組織適配、組織承諾、組織公民行為

本研究旨在探討基隆市區公所公務人員「個人與組織契合度」、「工作壓力」與「組織承諾」之關係。透過普查的方式針對基隆市各區公所正式公務人員進行問卷調查，共發出282份問卷，回收271份，扣除廢卷及填答不完整者10份，有效問卷為261份。並運用次數分配、t 檢定、單因子變異數分析、Pearson相關分析及迴歸分析等方法進行統計分析，而研究發現如下： 一、不同「性別」、「年齡」的區公所公務人員在個人與組織契合度及各構面上有顯著差異。 二、不同「性別」、「年齡」和「家庭居住地」的區公所公務人員在工作壓力及各構面上有顯著差異。 三、不同「年齡」、「服務年資」和「婚姻狀況」的區公所公務人員在組織承諾及各構面上有顯著差異。 四、個人與組織契合度與組織承諾之間呈現顯著正相關。 五、工作壓力與組織承諾之間呈現顯著負相關。 六、個人與組織契合度對組織承諾有顯著的正向影響。 七、工作壓力對組織承諾有顯著的負向影響。 最後根據研究發現，分別就「政策」、「組織」和「個人」三層面提出建議，提供其他機關參考，並盼望上級長官能正視區公所公務人員組織承諾之情形，研擬相關因應方式以增強員工對機關之認同與承諾，使員工樂於留任於機關，奉獻其心力。 / This research discusses the relationship between the “Person-Organization Fit”, “Job Stress”, and “Organizational Commitment” of civil servants of the district offices in Keelung City. We handed out surveys to all civil servants of the district offices in Keelung City. A total of 282 questionnaires were handed out, 271 were collected, 10 were invalid or partially answered, resulting in 261 effective surveys. We used frequency distribution, t tests, one-way ANOVA, Pearson correlation analysis, and regressive analysis to conduct statistic analysis. The following are the research findings: 1. Civil servants of different “gender” and “age” displayed major differences in Person-Organization Fit. 2. Civil servants of different “gender”, “age”, and “residential area” displayed major differences in Job Stress. 3. Civil servants of different “age”, “work years”, and “marital status” displayed major differences in Organizational Commitment. 4. Person-Organization Fit and Organizational Commitment displayed positive correlation. 5. Job Stress displayed negative effects toward Organizational Commitment. 6. Person-Organization Fit displayed positive effects toward Organizational Commitment. 7. Job Stress displayed major negative effects toward Organizational Commitment. Finally, we gave suggestions that were related to “policy”, “organization”, and “person” according to the research findings to other institutions for reference. We hoped that the superiors would begin taking notice of the Organizational Commitment of the civil servants, and come up with ways to enhance the employee’s recognition and honor toward their workplace, thus making them want to stay and continue working full heartedly.

Diversity practitioners in the United States have taken steps to implement programs for integration of people in organizations from across the socioeconomic and demographic spectrum. Despite changes in U.S. discrimination laws and work by diversity practitioners, maintaining equitable workplace diversity continues to be a problem in U.S. corporations. This correlational study was conducted to examine differences in life-guiding principles, urban identification, and person-organization fit between urban and suburban residents. A purposive sample of 180 adults was drawn in a voluntary online survey from industries in two U.S. representative counties with a mix of urban and suburban sprawl. This study was also conducted to further examine planned behavior, expectancy, normative social influence, and social impact theories by comparing how the independent variable of participant residence location affected the dependent variables of life-guiding principles, urban identification, and person-organization fit. T-test statistics were used to test mean differences in normally distributed data sets, and the Mann-Whitney U test was used for testing differences in non-normally distributed data sets. Test results revealed that there were differences in the dependent variables with a significant difference in urban identification for urban and suburban residents, confirming the hypothesis. Findings from this study may help diversity practitioners and organizational leaders understand the differences among urban and suburban residents. Study findings may also support organizations' social agenda toward addressing diversity issues and for narrowing career achievement gaps between urban and suburban residents through a better understanding of variations in culture.

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

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Submitted by Lucas Zarconi (lucaszarconi@fgvmail.br) on 2015-01-14T17:13:57Z No. of bitstreams: 1 Dissertação - Lucas Zarconi.pdf: 980672 bytes, checksum: 57853f381a70a6a319523ec2e4ddd3cf (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2015-01-16T11:52:22Z (GMT) No. of bitstreams: 1 Dissertação - Lucas Zarconi.pdf: 980672 bytes, checksum: 57853f381a70a6a319523ec2e4ddd3cf (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-01-19T16:16:18Z (GMT) No. of bitstreams: 1 Dissertação - Lucas Zarconi.pdf: 980672 bytes, checksum: 57853f381a70a6a319523ec2e4ddd3cf (MD5) / Made available in DSpace on 2015-01-19T16:17:03Z (GMT). No. of bitstreams: 1 Dissertação - Lucas Zarconi.pdf: 980672 bytes, checksum: 57853f381a70a6a319523ec2e4ddd3cf (MD5) Previous issue date: 2014-12-17 / Research on paternalistic leadership (PL) has been based exclusively on national cultures´ differences. However there are cues that other contextual variables can add to the explanation of this construct. Due to its capacity to influence expectations of individuals in organizations, organizational culture can contribute to fill this gap. To test if organizational culture influences the effectiveness of leadership style, we conducted two experimental studies using Amazon’s Mechanical Turk, comparing effects of paternalistic and transformational leadership on followers’ outcomes. Using video clips and vignettes, we found that PL is better related to followers´ outcomes in cultures oriented to people than outcome, and that TL has a better relationship in cultures oriented to innovation than stability. The results suggest that organizational culture helps in explaining PL endorsement, and that further analysis of the influence of this variable to PL can provide a better understanding of the expression of this leadership style in organizations.

[pt] O objetivo central desta dissertação foi analisar o alinhamento pessoaorganização (Person-Organization fit ou P-O fit) e sua influência no engajamento dos colaboradores de uma organização, através de um estudo de caso em uma empresa multinacional do segmento industrial – empresa A – que está passando por transformações e crescimento no Brasil. A pesquisa teve como base os conceitos de P-O fit de Chatman (1989), Valores Pessoais de Schwartz (1994) e Organizacionais de Oliveira e Tamayo (2004), assim como Engajamento no Trabaho de Kahn (1990). Como este assunto possui uma grande aproximação com a cultura organizacional, foi abordado o tema por Schein (2009). A metodologia adotada para a pesquisa foi mista, através da combinação de métodos diversos de coleta e análise de dados. Para a análise quantitativa, foi aplicadoum questionário em 132 colaboradores, composto pelo questionário de Almeida e Sobral (2009), versão validada no Brasil do Portrait Values Questionnaire PVQ-21 de Schwartz (2001), pelo Inventário de Perfis de Valores Organizacionais (IPVO), de Oliveira e Tamayo (2009) e também pela Escala de Engajamento de Trabalho (EEGT), de Siqueira (2014). Por fim, para a pesquisa qualitativa foram realizadas a análise de documentos internos, entrevistas semi-estruturadas em 15 colaboradores, assim como a observação participativa em duas turmas de treinamento do programa SOMOS A. Os resultados indicaram que não há a presença do alinhamento pessoa-organização, possível consequência das mudanças culturais vividas na empresa. Os estudos estatísticos demonstraram quais valores podem ter relação significativa e impacto no engajamento dos colaboradores, concluindo-se a relevante contribuição desta pesquisa. / [en] The main objective of this dissertation was to analyze the personorganization fit (P-O fit) and its influence on employee engagement in an organization, through a case study in a multinational company in the industrial segment – company A - that is under transformation and growth in Brazil. The research was based on the concepts of P-O fit by Chatman (1989), Personal Values by Schwartz (1994), Organizational Values by Oliveira and Tamayo (2004), and also of engagement at work by Kahn (1990). As this issue is closely linked to organizational culture, Schein (2009) was also taken into consideration. The methodology adopted for the research was mixed, combining various methods of data collection and analysis. Quantitative analysiswas made by a questionnaire, applied to 132 employees, comprising the validated questionnaire in Brazil by Almeida and Sobral (2009) of Portrait Values Questionnaire PVQ- 21(SCHWARTZ, 2001), by the Inventory of Organizational Values Profile (IPVO), by Oliveira and Tamayo ( 2009) and also the Working Engagement Scale (EEGT), by Siqueira (2014). Finally, qualitative research was conducted by analysis of internal documents, semi-structured interviews with 15 employees, as well as the participatory observation in two training sessions of the program We are A. The results indicated that there is no presence of the person-organization fit, possible consequence of the cultural changes experienced in the company. The statistical studies have shown wich values might have a meaningful relationship and impact on employee engagement, concluding the relevant contribution of this research.

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The research objective was to develop, through two phases involving development and validation, a measure of the psychological work contract for managerial level employees. The psychological contract is the unwritten implicit contract that forms in the minds of employees and contains the obligations and expectations that they believe exists between themselves and the organization. In the first and qualitative phase of the study, a structured interview procedure resulted in the collection of 651 responses from a convenience sample of 35 managers from seven New Zealand organizations. Responses related to what these managers believed they were obligated to provide the organization (perceived organizational expectations), and what they believed the organization was obligated to provide them (their expectations). Content analysis of these 651 statements resulted in the development of two initial measures of the psychological contract (employee obligations, organization obligations). The employee obligations measure (perceived organizational expectations of the employee) contained 16 items, and the organization obligations measure (employee expectations of the organization) contained 23 items. In the second and quantitative phase of the study, and using the same criteria for participation as for phase one, a convenience sample of 124 managers from 13 New Zealand organizations completed questionnaires. The questionnaires included the measures of psychological contract content developed in phase one of the study, and 8 organizational psychology variables to be included in a nomological network. The nomological network included intention to quit, perceived organizational support, work and job involvement, job satisfaction, career plateau, organizational commitment, person-organization fit, and 2 performance measures. A separate questionnaire covering job performance and organizational citizenship behaviour was completed by 94 of the participants' managers. Of the 54 relationships predicted in the nomological network, 41 were significant. Of the 13 non-significant relationships, 10 involved relationships with the two performance measures. The measures of the psychological contract were subjected to a construct validation process involving two steps. The first step involved item and factor analysis. Factor analysis of the two measures of the psychological contract revealed two factors in each. One factor, termed relational obligations and reflecting a collective interest between the employee and the organization, included the items that were believed to influence more directly the relationship between managers and the organization. This factor included items such as be committed to the job (an employee obligation) and provide a physically and socially safe environment (an organizational obligation). The other factor, termed transactional obligations and reflecting a self/other interest on the part of the employee, included the items that were believed to be of a more direct employment transactions nature. This factor included items such as stay true to your own values and beliefs (an employee obligation) and provide professional and personal support (an organizational obligation). In the second step of the validation process, the measures of the psychological contract were embedded into the nomological network and their relationships with the ten variables in that network were tested. Of the ten hypothesised relationships, only one emerged as significant, that being the relationship between the organization obligations component of the psychological contract and person-organization fit. Minimal support for construct validity of the measures of the psychological contract was provided confirming that further effort will be required before complete construct validity may be claimed for the measured. Although the contribution the research makes to the field of knowledge may be limited, it does provide some validation of existing measures of the psychological contract, developed in other studies using different samples. The present findings increase our knowledge of the content of the psychological contract for managers. Additionally, a methodological framework has been established for continuing research into the content of psychological contracts, including an exploration of the relationship between content and fulfilment, along with a structure for comparing the psychological contract of disparate occupational groups. The most likely explanation for the hypotheses not being fully supported is that it is fulfilment (or conversely breach or violation) of the psychological contract, rather than the content of the contract per se, that is related to the variables in the nomological network. Whilst the hypotheses were based on research that considered fulfilment of the contract, this study focussed on the content of psychological contracts. The reasons for basing the hypotheses on research that considered fulfilment, the influence of this decision on hypothesis testing, and other possible explanations for the hypotheses not finding greater support, are explored. The limitations of the study, and possible directions for future research, are discussed.