本研究問題是探討員工個人與組織契合度(person-organization fit)和工作生活品質(quality of work life)之關係，經由間接文獻之引用及邏輯之推理，發現兩者之關係有必要進一步釐清。
本研究是以親朋好友做為受訪對象，透過郵寄問卷(questionnaires survey)的方式，進行問卷之填寫。總共寄發了400份問卷，扣除無效問卷為129份，總共有效問卷為271份，回收率為67.2%。
結果本研究發現，員工之個人與組織契合度愈高，其工作生活品質愈高。個人與組織契合度分為兩個構面即互補性契合度和補充性契合度，研究發現個人與組織契合度之互補性愈高，其工作生活品質愈高。個人與組織契合度之補充性愈高，其工作生活品質愈高。
根據以上研究結果發現，若組織能夠藉由員工之需求程度之不同適當給予以需求滿足，便可增進組織與員工之契合度進而提升工作生活品質。另一方面，組織組織依據KASO作為遴選員工之標準，可以在價值觀方面收集量表對員工做一測驗，檢測組織與員工之價值觀契合度是否契合。此外，所以不管是供給面或是需求面，組織和員工各取所需，才會使工作生活品質達到最佳化，替組織產生最大報酬。
The main purpose of the present study is to examine the relationship between person-organization fit and quality of work life. In summary, what is the relationship between both of than? The purpose of this paper is to explore their relationship. An analytical approach of methodology is applied to analyze the parsimonious relationship by the cross-sectional survey.
The data is composed of service contact-employees and is collected by 400 questionnaires. Of all samples, completed questionnaires were returned by 271 service contact-employees(67.2% response rate).
Finally, the results indicate that person-organization fit is positive related to quality of work life. Besides, person-organization supplementary fit is positive related to quality of work life. person-organization complementary fit is positive related to quality of work life.In addition, degree of education and sex control the relation between person-organization fit and quality of work life. However, these hypotheses are supported by the empirical data.
