The Relationship between Person-Organization Fit, Job Stress and Organizational Commitment: A Case Study of District Offices in Keelung .

本研究旨在探討基隆市區公所公務人員「個人與組織契合度」、「工作壓力」與「組織承諾」之關係。透過普查的方式針對基隆市各區公所正式公務人員進行問卷調查，共發出282份問卷，回收271份，扣除廢卷及填答不完整者10份，有效問卷為261份。並運用次數分配、t 檢定、單因子變異數分析、Pearson相關分析及迴歸分析等方法進行統計分析，而研究發現如下： 一、不同「性別」、「年齡」的區公所公務人員在個人與組織契合度及各構面上有顯著差異。 二、不同「性別」、「年齡」和「家庭居住地」的區公所公務人員在工作壓力及各構面上有顯著差異。 三、不同「年齡」、「服務年資」和「婚姻狀況」的區公所公務人員在組織承諾及各構面上有顯著差異。 四、個人與組織契合度與組織承諾之間呈現顯著正相關。 五、工作壓力與組織承諾之間呈現顯著負相關。 六、個人與組織契合度對組織承諾有顯著的正向影響。 七、工作壓力對組織承諾有顯著的負向影響。 最後根據研究發現，分別就「政策」、「組織」和「個人」三層面提出建議，提供其他機關參考，並盼望上級長官能正視區公所公務人員組織承諾之情形，研擬相關因應方式以增強員工對機關之認同與承諾，使員工樂於留任於機關，奉獻其心力。This research discusses the relationship between the “Person-Organization Fit”, “Job Stress”, and “Organizational Commitment” of civil servants of the district offices in Keelung City. We handed out surveys to all civil servants of the district offices in Keelung City. A total of 282 questionnaires were handed out, 271 were collected, 10 were invalid or partially answered, resulting in 261 effective surveys. We used frequency distribution, t tests, one-way ANOVA, Pearson correlation analysis, and regressive analysis to conduct statistic analysis. The following are the research findings: 1. Civil servants of different “gender” and “age” displayed major differences in Person-Organization Fit. 2. Civil servants of different “gender”, “age”, and “residential area” displayed major differences in Job Stress. 3. Civil servants of different “age”, “work years”, and “marital status” displayed major differences in Organizational Commitment. 4. Person-Organization Fit and Organizational Commitment displayed positive correlation. 5. Job Stress displayed negative effects toward Organizational Commitment. 6. Person-Organization Fit displayed positive effects toward Organizational Commitment. 7. Job Stress displayed major negative effects toward Organizational Commitment. Finally, we gave suggestions that were related to “policy”, “organization”, and “person” according to the research findings to other institutions for reference. We hoped that the superiors would begin taking notice of the Organizational Commitment of the civil servants, and come up with ways to enhance the employee’s recognition and honor toward their workplace, thus making them want to stay and continue working full heartedly