組織文化研究熱潮持續不退，企業管理者已體認到組織文化對組織成員行為及組織績效具關鍵性的影響力。而組織文化研究學者多以組織價值觀作為衡量組織文化之主要指標，又組織要了解與預測組織成員的行為，需考慮員工個人價值觀與組織價值觀的契合程度。 國內研究組織文化、組織價值觀之學者不少，然而相關管理實務卻不多見。許多企業管理者儘管早已明瞭組織文化對組織的重要性，卻常苦於不知如何著手進行管理；甚多的組織雖明文揭示其組織價值觀，卻也未見確切落實於企業活動之中。管理有句名言：「無法衡量則無法管理」，為使組織文化管理實務便於衡量及管理，本研究連同國內知名管理顧問公司，著手建構適合個案公司之組織價值觀評鑑系統，此系統以組織價值觀作為組織文化的核心要素，研究個人與組織價值觀契合的程度。本研究以Q-sort方法、深度訪談法及焦點團體法探究與發展適合個案公司組織文化之組織價值觀量表，並完成專屬於個案公司之組織價值觀評鑑系統，確實達組織文化檢視與深化之目的。評鑑系統隨後針對3287位員工進行施測，研究結果可用於一系列組織人員社會化過程，日後個案公司並可以此評鑑系統作為組織的價值觀資料庫，進行人員與組織間契合度的比對。 此外，本研究也針對研究結果及評鑑系統提出後續建議，以利相關措施及活動之施行。 Organizational culture is one of the most important issues on management and organizational behavior in the past decade. And the fad of researching organizational culture seems never come to an end. Many researchers use organizational values as key indicators to research organizational culture. And the organizations also need to considerate the degree of person- organization fit if they want to understand and predict employees’ behavior. There are many organizational culture and value’s researchers in Taiwan. But related practice is not so much. So this study cooperated with 104 Company, tried to construct organizational value assessment system. And the relationship between person-organization fit with performance will also be explored. This study used Q-methodology, In-depth Interviewing and focus group to find out what are the organization espoused values. Finally finished organizational value assessment system especially for case company, this system included demographics, Q-sort value items and the person- organization fit between individual expectation and practical organizational value on the nine dimensions. This system then tested 3287 employees. In the following statistical analysis, this study used correlation analysis, one-way anova and Logistic regression to analyze data. As the result, this study found that person-organization fit is a critical factor to influence performance. And organizational value assessment system of this study truly made case company’s organizational culture reexamination and deeper. Hoping that the result and suggestion of this study could be useful for related human resource and organizational management activities.
