研究限制與後續研究建議

本研究的個人組織配適量表是以員工的角度來衡量，但是個人和組織配適的 程度應是雙向的觀念。因此後續的研究可以同時由員工個人，以及組織管理階層 同時衡量，兩相比較，應可得到更為客觀的個人與組織配適程度。

再者本研究問卷發放的方式是為電子郵件寄發，因此填答者多為一般的辦公 室上班族，因於一般製造公司的基層生產操作人員平時較少使用電腦，或是較缺 乏電腦技能，因此本研究樣本對象較缺乏此類的填答者。然而製造業的產品品質 好壞與基層生產操作人員的工作態度息息相關，若能收集到此族群的樣本資料，

應可使研究結果更全面性。

本研究在工作態度的工作滿足構面的結果無顯著，而文獻上對於工作滿意度 包含內在滿足、外在滿足及一般滿足。因此員工本身雖然對這份工作感到滿意（內 在滿足），但是可能會受到其他的因素而影響到外在滿足，例如：對於所處的工 作環境不滿意、對於直屬上司或管理者產生不滿等等因素，這些皆會影響員工的

整體工作滿意度。員工本身對於這個工作的熱愛、喜愛，或是此工作能夠使自己 產生莫大的成就感時，即為員工的內在滿足得以彌補外在滿足的缺口。建議在未 來的研究可將工作滿足的構面詳加定義並分述構面，以整體性探討個人-組織配 適與工作態度(工作滿足)的影響結果。

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