近年來組織不僅面對環境的劇烈變動，少子化的趨勢逐漸造成組織面臨缺工的問題，留才成為組織亟需解決的困難與挑戰。本研究以個人-組織適配度中的「吸引－篩選－耗損」理論(Attraction-Selection-Attrition) 觀點切入，探討員工面對新環境或工作時的社會化過程以及升遷的機會。過往研究證實員工若擁有較高的人格特質，將與組織社會化呈正向關聯性，顯著影響員工在工作中的正面效益。然而過往研究仍較少以社交敏銳度以及員工的職涯發展進行研究探討。故本研究將探討社交敏銳度對於組織社會化與升遷機會之影響，以及檢驗自我監控做為調節變項之效果。本研究對象以組織規模50人以上之工作者為主，分2階段以線上問卷調查方式蒐集資料，總計回收270筆有效資料，其中年資5年以上者共115份，年資5年以下者共155份。透過獨立樣本t 檢定證實年資5年以上者的組織社會化程度高於年資5年以下者。此外，也利用信效度分析、相關分析、驗證性因素分析(Confirmatory Factor Analysis, CFA)、階層迴歸分析及結構分析（Structural Equation Modeling, SEM）檢驗中介模型。本研究的結果顯示出:一、社交敏銳度與組織社會化呈正向顯著關係；二、組織社會化與升遷機會呈正向顯著關係；三、社交敏銳度與升遷機會無顯著關係；四、組織社會化中介社交敏銳度與升遷機會之關係；五、自我監控對於組織社會化與升遷機會無顯著調節關係。最後依據各項研究結果分析，提出相對應的管理與實務意涵及未來研究建議，以供組織及後續研究者參考。

Recently, organizations faced drastic changes in the environment, and the trend of declining birthrates has gradually caused the organization to face the problem of a shortage of workers. Retaining talents has become a difficulty and challenge that the organization needs to solve urgently. Based on the "Attraction-Selection-Attrition" theory of individual-organization fit, this study explores the socialization process and opportunities for promotion when employees face new environments or jobs. Previous studies have confirmed that if employees have high personality traits, they will be positively correlated with organizational socialization, which will significantly affect the positive benefits of employees at work. However, there are still few previous types of research on social astuteness and career development. Hence, this study will research the impact of social astuteness on organizational socialization and promotion opportunities, and test the effect of self-monitoring as a moderating variable. The object of this study is mainly workers with an organization size of more than 50 people. The data is collected by online questionnaire survey in two stages. A total of 270 valid data were collected. This study also confirmed through the independent sample t-test that the degree of organizational socialization of those with more than 5 years of experience is higher than those with less than 5 years of experience. In this study, we used reliability and validity analysis and correlation analysis, followed by Confirmatory Factor Analysis (CFA), independent sample t-test, hierarchical regression analysis, and Structural Equation Modeling (SEM) was used to test the mediation model. The results of this study show that: 1. Social astuteness has a significant positive relationship with organizational socialization; 2. Organizational socialization has a positive and significant relationship with promotion opportunities; 3. Social astuteness has no significant relationship with promotion opportunities; 4. Organizational socialization Self-monitoring mediates the relationship between social acuity and promotion opportunities; 5. Self-monitoring has no significant moderating relationship between organizational socialization and promotion opportunities. In conclusion, this study proposes practical implications and future research suggestions for reference by organizations and subsequent researchers.

目錄
論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖目次 vii
表目次 viii
第一章　緒論 1
　　第一節　研究背景與動機 1
　　第二節　研究目的 4
第二章　文獻回顧與探討 5
　　第一節　社交敏銳度 5
　　第二節　組織社會化 7
　　第三節　升遷機會 12
　　第四節　自我監控 16
第三章　研究方法 21
　　第一節　研究架構與研究假設 21
　　第二節　研究流程 22
　　第三節　研究樣本與施測 23
　　第四節　研究工具 24
第四章　研究結果 31
　　第一節　描述性統計分析 31
　　第二節　驗證性因素分析 34
　　第三節　相關分析 37
　　第四節　獨立樣本ｔ檢定 39
　　第五節　階層迴歸分析- 假設檢定 42
　　第六節　中介模型之結構方程式 45
　　第七節　假設檢定結果 46
第五章　結論與建議 47
　　第一節　研究結果 47
　　第二節　管理意涵 52
　　第三節　研究限制與建議 54
參考文獻 56
中文部分 56
英文部分 56
附錄　研究問卷 62

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