本研究目的為探討個人與組織適配(例如:價值觀、目標一致性)、個人與主管適配與個人工作適配(例如:個人需求與工作供給、工作要求與個人能力)這些不同適配之變數，是否能激起員工對組織的認同與對職業的認定，並具備高認同、認定地在工作上投入更多心力。
本研究透過網路問卷調查台灣年滿二十歲以上之全職就業者，共發放 722 份問卷， 回收 520 份有效問卷，並利用 SPSS17 與 Smart PLS 2.8.1 針對樣本資料進行統計分析、 測量模型與結構模型分析，並針對不成立之假設隨機抽樣訪談四位全職工作者，最後依據研究結果與訪談結果提出具體之管理意涵與後續研究建議。
本研究結果如下:
一、「價值觀一致性」、「目標一致性」、「個人與主管適配」對「組織認同」有正面顯
著的影響。
二、「目標一致性」、「需求與供給適配」、「要求與能力適配」對「職業認定」有正面
顯著的影響。
三、「組織認同」對「工作投入」有正面顯著的影響。
四、「職業認定」對「工作投入」有正面顯著的影響。

The purpose of this study is to explore whether person-organization fit (value congruence and goal congruence), person-supervisor fit and person-job fit (needs-supplies fit and demands-abilities fit) can raise employees’ organizational identification or career identity, and with identification or identity engagement on work or not.
The research method is structural equation modeling which used to analyze the results of the questionnaires, given to people with full time job and over twenty years old in Taiwan. A total of 722 questionnaires were issued, and 520 valid questionnaires were received. Descriptive statistics was analyzed by using SPSS17. And then the researcher used Smart PLS 2.8.1 to check reliability and validity of all the scales, and tested the proposed hypotheses. The researcher conducted interviews with four full-time employees for supporting the invalid hypotheses. Finally, the managerial implications, limitations and future research were discussed.
The results of this study revealed that: (1) Value congruence, goal congruence and person-supervisor fit have a significant positive effect on organizational identification. (2) Goal congruence, needs-supplies fit and demands-abilities fit have a significant positive effect on career identity. (3) Organizational identification has a significant positive effect on work engagement. (4) Career identity has a significant positive effect on work engagement. After that, practical implications and limitations will be discussed.

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