A Study of the Relationships among Behavioral Integrity, Person- Supervisor Fit and Job Satisfaction
黃威權、李泊諺
E-mail: 359995@mail.dyu.edu.tw
ABSTRACT
Based on research recent years, some scholars pointed out that employees are affected by perceptions of their supervisor’pattern of word-action consistency, such acts are called behavior integrity. In addition, as the mediating variable of this study is
Per-son-Supervisor fit, one new field in Person-Environment fit which is quite popular in organizational behavior research
nowadays. So, this study is aimed to investigate the relationship and to discover the influence between Behavioral integrity, Person- Super-visor fit, and Job satisfaction of elementary school teachers. The studied population is elementary school teachers in northern Taiwan, and all valid questionnaires are 400 copies, thus all collection of real result as follow: 1. Behavioral integrity and Job satisfaction have significant positive relationship. 2. Behavioral integrity and Person-Supervisor fit have significant positive
relationship. 3. Person-Supervisor fit and Job satisfaction have significant positive relationship. 4. Person-Supervisor fit was found to have partially mediating effects between Behavioral integrity and Job satisfaction. According to the conclusion of this study, when a Supervisor owns highly behavioral integrity, it will appear to mediate impacts of Job satisfaction through the person-supervisor fit.
Keywords : Behavioral integrity、Person-Supervisor fit、Job satisfaction Table of Contents
中文摘要 ．．．．．．．．．．．．．．．．．．．．．．．i 英文摘要 ．．．．．．．．．．．．．．．．．．．．．
．．ii 誌謝辭 ．．．．．．．．．．．．．．．．．．．．．．．iii 目 錄 ．．．．．．．．．．．．．．．．．．．．
．．．iv 表目錄 ．．．．．．．．．．．．．．．．．．．．．．．vi 圖目錄 ．．．．．．．．．．．．．．．．．．
．．．．．vii 第一章 緒論 第一節 研究背景與動機．．．．．．．．．．．． 1 第二節 研究目的．．．．．．．．．．．
．．．． 7 第二章 文獻探討和研究假設 第一節 行為正直．．．．．．．．．．．．．．． 8 第二節 員工主管適配性．．
．．．．．．．．．． 11 第三節 工作滿足．．．．．．．．．．．．．．． 13 第四節 知覺主管支持．．．．．．．．
．．．．． 18 第五節 研究假設．．．．．．．．．．．．．．． 20 第三章 研究方法 第一節 研究架構．．．．．．．．
．．．．．．． 23 第二節 研究變項之操作型定義與衡量工具．．．． 24 第三節 研究對象．．．．．．．．．．．．．
．． 29 第四節 統計方法．．．．．．．．．．．．．．． 29 第四章 研究結果與分析 第一節 敘述性統計分析．．．．．
．．．．．．． 32 第二節 研究模型修正．．．．．．．．．．．．． 38 第三節 信效度分析與相關評估．．．．．．．
．． 42 第四節 結構方程模式分析．．．．．．．．．．． 49 第五章 結論和建議 第一節 研究結論．．．．．．．．．．
．．．．． 57 第二節 管理意涵．．．．．．．．．．．．．．． 58 第三節 研究限制與後續研究建議．．．．．．．．
59 參考文獻 中文文獻．．．．．．．．．．．．．．．．．．． 62 英文文獻．．．．．．．．．．．．．．．．．．．
65 附錄 研究問卷．．．．．．．．．．．．．．．．．．． 73 表目錄 表1-1 勞動力與就業調查表．．．．．．．．．．
．．．．． 4 表3-1 行為正直量表．．．．．．．．．．．．．．．．．．25 表3-2 員工主管適配量表．．．．．．．．
．．．．．．．．26 表3-3 工作滿足量表．．．．．．．．．．．．．．．．．．27 表3-4 知覺主管支持量表．．．．．
．．．．．．．．．．．28 表3-5 問卷發放學校統計表．．．．．．．．．．．．．．．29 表4-1 樣本結構之敘述性統計 分析．．．．．．．．．．．．34 表4-2 各構面題項之資料統計分析．．．．．．．．．．．．36 表4-3 本研究所採用之 模式適配度指標值．．．．．．．．．38 表4-4 行為正直測量題項之初階因素分析表．．．．．．．．44 表4-5 員工主管 適配性測量題項之初階因素分析表．．．．．44 表4-6 工作滿足測量題項之初階因素分析表．．．．．．．．45 表4-7 知 覺主管支持測量題項之初階因素分析表．．．．．．45 表4-8 區別效度檢定表．．．．．．．．．．．．．．．．46 表4-9 行為正直信度分析表．．．．．．．．．．．．．．47 表4-10 員工主管適配性信度分析表．．．．．．．．．．
．47 表4-11 工作滿足信度分析表．．．．．．．．．．．．．．48 表4-12 知覺主管支持信度分析表．．．．．．．．．
．．．48 表4-13 整體模型參數估計表．．．．．．．．．．．．．．52 表4-14 路徑關係檢定表．．．．．．．．．．．
．．．．．56 表4-15 整體模型影響效果表．．．．．．．．．．．．．．56 圖目錄 圖3-1 研究架構．．．．．．．．．
．．．．．．．．．．． 23 圖4-1 行為正直之初階因素測量模式圖．．．．．．．．．． 39 圖4-2 員工主管適配性之初階 因素測量模式圖．．．．．．． 40 圖4-3 工作滿足之初階因素測量模式圖．．．．．．．．．． 41 圖4-4 知覺主管支持之 初階因素測量模式圖．．．．．．．． 42 圖4-5 未標準化估計值模型圖．．．．．．．．．．．．．． 50 圖4-6 標準化估 計值模型圖．．．．．．．．．．．．．．． 53
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