The research about the relations among person-organization fit, organizational identity, and job involvement – a case study of the 1980’s generation

• Main Authors: Chiao-Chih Hsiao, 蕭巧智
• Other Authors: Hung-HuiLi
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/37314278234381638897

碩士 === 元智大學 === 管理碩士在職專班 === 100 === The 1980’s generation will be the main power in their workplace in the future; however, generally speaking, their present credit about their working attitude is not good. For sustainable operation, the companies should understand the characteristics and thoughts of the 1980's generation and provide appropriate managerial methods and working environment. To maintain a company’s competitiveness, it is important and worth discussing about how to increase the fitness and affection connection between the employees and their company, further bringing out their passion to work. This study mainly investigates the employees’ perceptions of their expectation and their real feelings toward their job; besides, the relationship between the employees’ coherence and their involvement was evaluated. The questionnaire survey was conducted by the 1980’s generation to discuss the relations among the person- organization fit, the organization identity, and their job involvement. 252 questionnaires were valid. The SPSS analysis software was used to conduct the sample structure analysis, ANOVA, correlation analysis, and regression analysis. There are three findings in this research. First, it showed that the relations among the person-organization fit, the organization identity, and their job involvement are all significantly positive. Secondly, it is significantly positive between the organization identity and their job involvement. Thirdly, the person-organization fit affected the job involvement through the mediating effect of organizational identity. According to the research results, it is suggested that the companies should develop the relevant managerial strategies for the 1980’s generation to increase the fitness between the employees and the organization. Simultaneously, to strengthen the organizational identity is helpful to increase the employees’ loyalty and their job involvement, which could be the reference to recruit and retain the 1980’s generation.