| Summary: | 碩士 === 輔仁大學 === 企業管理學系管理學碩士在職專班 === 106 === How as of that Enterprise Employees needs to do and understand the effect upon seeking the job with higher personal fitness and organization commitment through investigate his working value, character and improve personal competency while he is facing the Job Transfer Process at such critical and extreme un-stable working environment. This study is according to the Adjustment to Work theme of Dawis & Lofquist (1984) by using the Organizational Structure as the Moderator to understand the different critical development experiences to be simulated during the firm life cycle to adapt the candidates with such ability, or CDE to be with more comply with the P-J and P-O fit and in terms of while enterprise employees apply the job accordingly.
Consolidate the module of enterprise employees working value and impact of different Organizational Structure to Job Transfer Process, then build the relative questionnaires to evidence the connection in between. This questionnaires sheet is making by papers or electronic to revert the response in 10 papers and 473 through internet, 483 in total and the effective samples is 397.
The results showed that working value with multiple and extensive prediction performance on criterion of job-transition. Besides, the values of self-career development has higher and positive effect on job transition outcomes which can assist to enhance the view of HR management to be more concentrate not only on the personal fitness with job/organization and organization commitment or values but also the higher self -development of career path by incoming working generation.
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