| Summary: | 博士 === 國立臺灣大學 === 國際企業學研究所 === 99 === Under the impact of knowledge economy and globalization, corporate employees are facing constant organizational change and job content alteration, so how to continuously enhance person-environment Fit (PE fit) becomes extraordinarily crucial. Furthermore, how PE fit influences employee attitude and behavior has been a research focus of academics, but empirical study results indicate divergence, so there is a significant trend to explore the factors that moderate the influence of PE fit on employee attitude and behavior. This research proposes that employees can use individual social capital to enhance their PE fit, and that PE fit’s influence on employee attitude and behavior is subject to moderation from national culture. When approaching the above issues, this research adopts a multidimensional viewpoint on PE fit, including demands-abilities person-job fit (D-A PJ fit), needs-supplies person-job fit (N-S PJ fit), and person-organization fit (PO fit).
This research utilizes hierarchical regression analysis to test related hypotheses. Research results show the following: in general, individual social capital is indeed an important factor in enhancing PE fit, but the scale of influence on its individual dimension is subject to moderation from national culture. For example, compared to Taiwan, the United States tends to weaken positive prediction via person-supervisor cognitive capital on various PE fit dimensions, but strengthen positive prediction via person-colleague relational capital and person-colleague cognitive capital on PO fit.
Besides, although influence of PE fit on employee attitude and behavior is also subject to moderation from national culture, generally employees in the States incur more positive influence on employee attitude and behavior when perceiving D-A PJ fit, while employees in Taiwan incur more positive influence on employee attitude and behavior when perceiving PO fit. The above-mentioned moderating effects of national culture, however, do not affect the following propositions: when the three PE fit dimensions are simultaneously studied, D-A PJ fit shows the most positive influence on job performance, N-S PJ fit shows the most positive influence on job satisfaction, and PO fit shows the most positive influence on organizational identification.
Study on PE fit’s antecedents and being moderated is an important topic in related fields. This research proposes that individual social capital is an important antecedent enhancing PE fit, and resorts to national culture to analyze how people evaluate and respond to different dimensions of PE fit, in order to enrich development of the PE fit theory. It is realized from this research that how individual social capital influences PE fit and how PE fit influences employee attitude and behavior are subject to boundary conditions, and this can be offered to organizations and employees for practical application, especially for transnational management of multinational corporations, which are advised to take national culture difference into consideration.
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