個人與組織適配度一直是許多企業在找尋人才時十分看重的部分，個人與組織是否能契合關係到其在職場上的表現，而工作意義感更是近幾年年輕世代在找尋工作所看重的部分，更關乎到員工在組織內的工作行為。本研究探討B型企業員工在組織目標及價值觀較明確的情況下，個人與組織適配度的程度是否在其對工作行為上的表現-主動工作行為有相關的影響，此外也探討個人與組織適配度及主動工作行為之間的影響機制是如何形成的，因此將工作意義感設為中介變項，並且也針對主管的領導風格-授權型領導在之間的作用影響進行探討，結合組織、主管、個人心理層面對B型企業內的員工外顯工作行為做討論。本研究透過線上問卷調查的方式進行，並以爲B型企業的高柏科技公司全體員工作為探討對象，共收回238份問卷，有效問卷為227份，分析結果支持研究假設，個人與組織適配度與工作意義感有著正向的顯著關係，工作意義感與主動性工作修正為有著正向的顯著關係，而工作意義感覺作為中介變項在個人與組織適配度及主動工作行為中具有顯著的中介效果，而授權型領導則在個人與組織適配度及工作意義感中發揮正向的顯著調節效果。本研究根據過去的研究及尚未被討論的研究缺口進行延伸及討論，而在理論意涵以及實務意涵的討論及建議方面將於結論進行探討，以提供B型企業在員工招募、管理、及領導方式的建議。

The fit between individuals and organizations has always been an important consideration for many businesses when seeking talented people. The alignment of individuals and organizations affects their performance in the workplace, and work meaningfulness has become increasingly important to the younger generation when seeking a job, as it also relates to employees' work behaviors within the organization. This study investigates whether the fit between individuals and organizations in B corporation has a significant impact on their proactive work behaviors when organizational goals and values are clearly defined. In addition, it examines the mechanism through which the fit between individuals and organizations and proactive work behaviors are related, by setting work meaningfulness as a mediator, and adding the role of the supervisor's leadership style - empowering leadership. The study discusses the external work behaviors of employees in B corporations by combining the organization, supervisory, and personal psychological aspects. The study was conducted through online questionnaire, and all employees of T-Global Technology, a B corporation, are the research subjects, with a total of 238 questionnaires collected. The results support the research hypotheses. First, person-organization fit is significantly positive related to work meaningfulness. Second, work meaningfulness is significantly positive related to proactive work behavior. Third, work meaningfulness acts as a mediator between person-organization fit and proactive work behavior. Last, empowering leadership has a positive and significant moderating effect on the relationship between person-organization fit and work meaningfulness. This study extends and discusses the theoretical implications and practical recommendations based on past research and research gaps that have not been discussed. These findings provide suggestions for B corporations in employee recruitment, management, and leadership.

洪維宏 (2005)。 個人與組織適配度對於員工工作滿意度、組織承諾及離職傾向之影響 : 以非營利組織為例 ，國立中央大學企業管理學系碩士論文。
莊璦嘉 & 林惠彥 (2005)。個人與環境適配對工作態度與行為之影響。台灣管理學刊， 5(1)， 123-148。
游司宇 (2020)。 雇主品牌管理與員工品牌權益之跨層次關係 : 工作意義感之中介效果及員工自我概念之調節效果 ，國立清華大學教育心理與諮商學系碩士論文。
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