| dc.contributor | 企管系 | |
| dc.creator (作者) | 繆敏志 | zh_TW |
| dc.creator (作者) | Miao, Min-Chih | |
| dc.date (日期) | 2001-12 | |
| dc.date.accessioned | 29-Sep-2016 17:01:49 (UTC+8) | - |
| dc.date.available | 29-Sep-2016 17:01:49 (UTC+8) | - |
| dc.date.issued (上傳時間) | 29-Sep-2016 17:01:49 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/102344 | - |
| dc.description.abstract (摘要) | 本研究旨在綜合組織文化的相關量化研究結果，藉以剖析競值架構有關競爭取向的正確性，並探討競值架構對於環境、組織、個體及其交互關係觀點的正確性。本研究可提出下列七項結論：1.競爭取向尚有待商確；2.採強迫配分來衡量組織文化的研究較符合競值架構之觀點；3.競值架構之組織文化較適用於美國；4.競值架構對家族及強綜合文化之預測較為準確；5.家族及強綜合文化之優勢較受肯定；6.競值架構對組織型態及員工情意結果之預測較為準確；7.考慮各變項的搭配後，將可提高組織文化對策略類型及組織效能之預測效果。基於上述結論則可提出下列七項建議：1.針對專案／階層文化或控制／彈性構面之互斥性進行探討；2.發展或採用具建構效度之Likert量表法問卷進行研究；3.探討國家文化與競值架構之組織文化的關係；4.針對交互關係進行探討；5.針對強綜合文化之其他效果進行探討；6.針對尚缺乏量化研究證實之觀點進行探討；7.充實文化強度並確保文化均衡性。 | |
| dc.description.abstract (摘要) | The purpose of this study is to critique the competing approach and the relevancy of competing values framework with regard to environment, organization, individual and interaction among them reviewing the quantitative studies. Seven conclusions are proposed from this study: (1)the competing approach is still in question; (2)studies of organizational culture using force-matching questionnaire are better fit to the competing values framework; (3) the organizational culture of competing values framework is better fit to American; (4)the statements of the clan and strong-comprehensive cultures in the competing values framework are appropriate; (5)the advantages of clan and strong-comprehensive cultures are strongly supported; (6)the statements of organizational form, and employees` affective outcome in the competing values framework are appropriate; (7)taking appropriate variables into consideration, the organizational culture matching strategy type or organizational effectiveness is well predicted. Based on the conclusions, seven suggestions are proposed: (1)the exclusion of adhocracy/ hierarchy culture or control/ flexibility dimension will be further investigated; (2)it is necessary to develop or use the questionnaire of Likert style having good construct validity to conduct further studies; (3)the relationship between national culture and organizational culture of competing values framework should be further investigated; (4)the interaction of variables will also be studied; (5) it is imperative to study the other impact of strong-comprehensive culture; (6) it is necessary to conduct quantitative studies for those theories which are lack of empirical results; (7)the culture strength should be enhanced and culture balance should also be assured. | |
| dc.format.extent | 4068677 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.relation (關聯) | 國立政治大學學報, 83, 157-195 | |
| dc.subject (關鍵詞) | 競值架構 ; 組織文化 | |
| dc.subject (關鍵詞) | Competing Values Framework ; Organizational Culture | |
| dc.title (題名) | 從組織文化相關量化研究評析競值架構 | zh_TW |
| dc.title.alternative (其他題名) | From the Viewpoints of Organizational Culture Related Quantitative Studies to Critique the Competing Values Framework | |
| dc.type (資料類型) | article | |
