本研究分別以「個人與組織適配」和「個人與工作適配」做為干擾變數，架構出兩個研究模型，探討適配變數的交互作用對工作行為之影響。透過調查67位主管和328位來自不同組織與工作之在職者，進行問卷配對分析的研究結果證實：「個人與組織適配」和「個人與工作適配」二個不同的適配變數間，對工作行為的確存在交互作用之影響。
本研究利用「干擾迴歸模式」判斷干擾效果是否存在，再針對存在之干擾影響，輔以「干擾圖」來分析了解真實的干擾狀況。結果顯示：「個人與組織適配」和「需求能力適配」的交互作用會對「任務性績效」產生顯著影響；而「個人與組織適配」和「需要供給適配」的交互作用會對「事前善意告知」產生顯著影響。
而在管理實務方面，本研究也提供了一個具體之篩選模式，作為在人力資源招募甄選過程中的參考依據。管理者可同時考量多種因素，列出期望人選之排序，利用不同之適配度組合，做為篩選過程中的準則，規劃出最佳的招募甄選流程和原則。此外，本研究首度證實適配變數間的確會互相影響，提供了未來研究另一個不同的思考領域和研究方向。故本研究在實務與學術兩方面，均提供了不同於過去的思考方向和貢獻，更看見了個人與環境適配領域未來蓬勃發展的空間及無限可能性。

This current study tested whether person-organization fit serves as a moderator between person-job fit and work behaviors and whether person-job fit works as a moderator between person-organization fit and work behaviors. Results from 67 managers and 328 employees who were from various jobs and organizations indicated that interaction effects between person-organization fit and person-job fit on work behaviors exist.
The study used the moderated regression method to examine whether the moderating effect exists. Moderating effects were plotted to show the actual interactions. The results indicated that the interaction of person-organization fit and demands-abilities fit can affect task performance, and the interaction of person-organization fit and needs-supplies fit can affect courtesy, a dimension of organizational citizenship behavior.
This study has managerial implications. It shows that the two fit concepts can interact with each other in leading to favorable employee performance. Human resource managers can use multiple selection criteria such as person-organization fit and person-job fit while deciding which candidate to pick. This will ensure that organizations obtain better-rounded candidates which has never been suggested in past research.

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