前人研究指出個人-工作契合度與個人-組織契合度可能有不明之關係。並且經由邏輯推理，組織國際化程度可能會對個人-工作契合度與個人-組織契合度的關係產生干擾效果。本研究以問卷方式收集資料，針對組織國際化程度不同之企業員工發出550 份問卷，刪除無效問卷之後，有效問卷為449 份，以層級迴歸分析進行研究假設之實證。研究結果顯示當員工之個人-工作契合度愈高，其個人-組織契合度亦愈高。組織國際化程度會對個人-工作契合度與個人-組織契合度之關係產生干擾效果，即組織國際化愈高時，個人工作契合度對個人組織契合度之正向關係會減弱。本研究依據實證結果提出實務建議與未來研究之建議。

Previous research has shown that an unclear relationship may exist between person-job fit and person-organization fit. By this reasoning, the degree of internationalization may have a moderating effect on such a relationship. Data for this study were obtained by questionnaires provided from the business employees of different degrees of internationalization. This study provided 550 and received 449 valid questionnaires, obtained by deleting incomplete or poor response questionnaires. A hierarchical regression analysis was performed to test the research hypotheses. The results showed that the employee’s person-job fit is positively correlated with their person-organization fit.
Furthermore, the degree of internationalization has a moderating effect on the relationship between person-job fit and person-organization fit; that is, the positive relationship between person-job fit and person organization fit is weakened when the degree of internationalization rises. Practical suggestions for future studies are also provided.