麻省理工學院經濟學家梭羅指出：21世紀是知識經濟的時代，隨著科技的發展，創造財富的方式與以往已大不相同。在這個新世紀中，人力資源是帶領企業邁向成功的關鍵。國內學者石滋宜博士在其著作中也提及，能夠創造競爭優勢，並驅動組織進行企業、產品、製程與無形資產創新的人力資源，是企業在知識經濟時代中最重要的資產。
　　近年來國際情勢發生快速變動，有許多重大事件發生，例如：美國紐約的911事件、台灣加入世界貿易聯盟(WTO)、以及日前造成重大感染的嚴重急性呼吸道症候群(SARS)等等。這些事件使我們的生活產生重大變動，並形成一個高度不確定性的環境。為了抵擋這些改變所造成的不確定性，組織必須提昇員工的彈性與工作態度以加強內部的穩定性，使組織能夠邁向成功之路。
　　本研究以組織承諾這個被廣為研究的工作態度作為主題，探討個人-組織契合度(Person-Organization Fit)、機構式組織社會化、與新進人員資訊尋找行為，對於新進人員組織承諾之影響。並且以2003年天下雜誌公布之一千大企業作為研究對象，採取隨機分層抽樣選取三種產業(製造業、服務業、金融業)共160家公司。共寄發800份問卷，回收190份有效問卷，回收率23.75%。
　　實證分析結果指出，機構式社會化對於個人-組織契合度以及組織承諾皆有顯著的影響。五種資訊尋找行為中，只有觀察行為對個人-組織契合度有顯著影響，而觀察、公開、第三者及測試行為對組織承諾有顯著影響。個人-組織契合度對組織承諾有顯著影響，且個人-組織契合度有顯著中介效果存在於機構式社會化與組織承諾之間以及觀察行為與組織承諾之間。

　　In this new generation, workforce is a key point that contributes to organizational success. Human resources that can create the competitive advantage and drive the innovation of business, product, process, and invisible assets are the most important assets of the enterprise in a knowledge-based global economy. Thus, organizations have to improve the flexibility and work attitudes of employees to drive organizational success. Organizational commitment has been extensively investigated as an important work attitude, and it is defined as “a bond or linking of the individual to the organization,” which makes it difficult to leave. In recent years management scholars have expressed growing interest in the concept of person-organization (P-O) fit, due mainly it's many advantages for employee attitudes and behaviors. In order to enhance P-O fit and meet competitive challenges, socialization is often introduced to retain a flexible workforce with organizational commitment. Moreover, the information seeking behaviors that newcomers use have become an important concern for organizational researchers (Morrison & Vancouver, 2000) and have been found to be related to the socialization process and its outcomes.
　　This study focuses attention on improving newcomers’ work attitudes—organizational commitment by enhancing the level of person-organization (P-O) fit and exploring a little further into how institutionalized organizational socialization and newcomers’ information seeking behaviors promote P-O fit and newcomers’ organizational commitment simultaneously. The purpose of this study is to examine the effects of institutionalized organizational socialization and newcomers’ information seeking behaviors on P-O fit to organizational commitment.
　　This study utilized newcomers in the list of 1000 outstanding Taiwan companies in 2003 Commonwealth top-1000 special edition of Commonwealth Magazine as the sample. There were 800 questionnaires distributed to 160 companies; of these, 209 replies were returned, and 190 replies (23.75%) were valid. Results indicate that institutionalized organizational socialization has significant effects on P-O fit and on organizational commitment, the information seeking behavior of observing has a significant influence on P-O fit, four information seeking behaviors (observing, overt, third party, and test) have significant influence on organizational commitment, P-O fit has a significant influence on organizational commitment, and P-O fit has significant mediating effects among institutionalized organizational socialization, information seeking behavior of observing, and organizational commitment.

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