摘要及英文翻译

摘要

現今的組織是處於一個人儕競爭的環境，而在當今社會中佔有重要地位的非營利組織，為了能夠持續與繁榮發展下去，與營利組織一樣，就需要對自身的人力資源進行更好地管理而留住人儕及合理運用人力資源，所以本研究主要從控制離職傾向的角度來進行探討人力資源管理。同時，現今的非營利組織還有一個重要特征，就是吸引了源源不斷的志願者加入，而組織本身又往往不能很好地讓每個成員與組織進行配適；並且根據過去的研究可以發現，在營利組織中個人與組織配適度是影響個體離職傾向的因素之一。因此，在這種背景下，本研究試圖詳細探討非營利組織中的個人與組織配適度與離職傾向的關係，並將變項組織承諾引入到兩者的關係之間，從而幫助非營利組織更系統地研究個體的離職傾向而能利於合理運用人力資源。

本研究主要以中國內地與澳門地區的非營利組織成員作為研究對象，採用了問卷調查的方式收集相關資料，旨在深入探討個人與組織配適度、組織承諾與離職傾向的相關關係；其中，個人與組織配適度為自變項、離職傾向為應變項及組織承諾為中介變項。本研究利用描述性統計、信度分析、相關分析與多元迴歸分析等資料分析法進行數據分析，驗證了個人與組織配適度與個體的離職傾向之間存在負相關關係，並驗證了組織承諾對兩者之間的關係起到中介作用。

最後，本文根據研究結果，主要從加強個體組織承諾的培養，促進組織與個體在價值觀的配適，以及促進個體與組織其他個體之間的配適等方面，為幫助非營利組織的管理而提供了一些具體的看法與意見；同時還針對本研究的一些不足與限制，給予未來更多與更深入的探討給予一些合理建議，希望能有利於非營利組織的管理者以及其他相關研究者的進一步研究。

關鍵詞：非營利組織、個人與組織配適度、離職傾向、組織承諾

It is a society today that organizations compete each other by their talents，and the

non-profit organization plays an important role in the society. In order to continue to

development prosperously，just like the profit organization，the non-profit

organization also needs to be better manage the human resources so that it can keep

the talent person and can use the human resources reasonably. So this research

discusses the human resources management from the point of view about controlling

the turnover tendency. Meanwhile, an important feature of non-profit organization is

that a flow of volunteers were attracted to join the non-profit organization，but the

organization often fails to fit with the members. According to the past researches,

Person-organization-fit is one of the factors that influence the individual turnover

tendency in the profit organization. Through this background，therefore，this

research try to study the relationship between person-organization-fit and turnover

tendency in the non-profit organization in detail，and put the variable of

organizational commitment into this relationship, so as to help the non-profit

organization systematically study the individual turnover tendency to manage the

human resources.

This research mainly finds the members of non-profit organization in Chinese

mainland and Macau as the research objects, and adopts the questionnaire survey to

collect the relevant data, and aims at discussing the relationship among person-organization-fit，turnover tendency and organizational commitment. Respectively，person-organization-fit is the independent variable, turnover intention is the

dependent variable，and organizational commitment is as the mediator. In addition,

this research analyses the data by descriptive statistics, reliability analysis, correlation

analysis, multiple regression analysis and so forth. To verify the existence of a

negative relationship between person-organization-fit and turnover intention and that

organizational commitment plays the mediating role in the relationship.

Finally, basing to the research results, this research provides some specific views and

opinions for the management of the non-profit organizations mainly from the aspects

of strengthening the cultivation of individual organizational commitment, enhancing

the value matching between the individual and the organization, and promoting the

fitting between the individuals. Meanwhile, to give some reasonable suggestions

according to problems and the limitations of this research and to hope that the

managers of non-profit organization and the other researchers can have more in-depth

studys.

Key word: non-profit organization, organization-fit, turnover tendency, organizational

commitment