The relationship between job congruence and job satisfaction:Samples taken from lining-officers and professional-officers who serving the R.O.C Navy

• Main Authors: Tan-Ning Hsieh, 謝淡寧
• Other Authors: Ing-Chung Huang•
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/40639265261322898140

碩士 === 國立中山大學 === 人力資源管理研究所 === 91 === A service career is a distinctive vocation. Not everyone can fit into a regulated stressful life. The high turnover rate in the military stems from the majority of military officers leaving the service after their initial tenure. This study attempts to clarify a vague picture, producing higher job satisfaction while obtaining the correct personal type for a military environmental fit. Providing proper training with career planning will stimulate the willingness to stay in the military. Higher job satisfaction must be produced through proper career arrangement for each officer. This would help lower the turnover rate. Therefore, placing everyone in the best position, to gain the best beneficial result for the military, is the most important goal. The objectives of this study are as follows:(1) Determine how gender interferes with the relationship between job congruence and job satisfaction. (2) Discuss the relationship between job congruence and job satisfaction. (3) Determine if job congruence affects job satisfaction based on personality type. The sample in this study included lining-officers and professional-officers. Four hundred eighty-six subjects were selected as the study sample. The instruments used in this study were the Self-Directed Search (SDS, Holland, 1973) and Job Descriptive Index (JDI , Smith, Kendall & Hulin,1969; revised by ZHENG, BO-XUN,1977). Job congruence was obtained by comparing the Holland''s six personal types (including Realistic, Investigative, Artistic, Social, Enterprising or Conventional) with the environment type. Personal types were measured using the SDS scale. Job satisfaction was measured using the JDI scale, divided into five categories including: work, salary, promotion, supervision and co-workers. Six categories were used to determine overall job satisfaction. The study results are as follows: (1) Different job congruence and job satisfaction relationships exist for men and women; (2) Years of service differences ,so as job congruence will be; (3) The relationship between job congruence and job satisfaction has a positive correlation; (4)”Gender” is the moderating variable among the job congruence and job satisfaction relationship (5) A more differentiated person would have a positive correlation between job congruence and job satisfaction. The sample exhibited strong evidence verifying Holland’s （1973,1985,1997） theory under each condition: The sample was divided into two groups to determine the more differentiated group and the relationship between job congruence and job satisfaction. Job congruence was obtained using RIASCE instead of the RIASEC personal types.