既有管理學理論許多均著重組織環境與制度之因素，以促使員工努力工作。但新興的互動心理學更進一步探討個人與組織互動所影響到的個人態度，其中近年來倍受注意的觀點之一為個人－組織契合度的研究。本研究之目的有二：一為了解員工的組織社會化與個人－組織契合度間之關係，二為了解該關係在員工自尊程度不同時的變化。本研究以臺灣的全職員工為研究對象，共發放400份問卷，總計回收278份有效問卷。 實證結果顯示，員工的組織社會化程度愈高，其個人－組織契合度程度愈高，且員工的自尊程度對其組織社會化與個人－組契合度之關係產生干擾效果。本研究並對此研究結果進行討論，且提出後續研究建議。
The purpose of this study is to examine the relationship between organization social tactics and person-organization fit and the moderating effect of employees’ self-esteem on that relationship. Sample members were 400 full-time workers in Taiwan. The data were collected via questionnaires and 278 returned questionnaires were usable. The data showed that organization social tactics positively influenced person-organization fit and the moderating effect of employees’ self-esteem was evidenced. The results of the data were discussed and suggestions of further study were offered.
