個人與環境適配包含多個構面，包括：個人與組織適配、個人與工作群體適配、個人與主管適配、工作需求與個人能力適配和個人需要與工作供給適配。過去關於各種適配與組織公民行為的研究，大多集中在個人與組織適配和組織公民行為間的關係，較少探究其他適配構面與組織公民行為之關係。本研究試圖探討五種適配：個人與組織適配、個人與工作群體適配、個人與主管適配、工作需求與個人能力適配、個人需要與工作供給適配和組織公民行為間的關係，並進一步探討情感性承諾對上述關係的中介效果。本研究採用問卷調查方式，共收集378份員工資料。研究結果顯示，除了個人與組織適配和組織公民行為間有正向關聯外，其他構面如：個人與工作群體適配、個人與主管適配、工作需求與個人能力適配及個人需要與工作供給適配皆和組織公民行為有正向關係，而情感性承諾對個人與環境適配和組織公民行為具有中介效果。本研究有助於企業了解個人與環境適配的重要性，以提升員工的情感性承諾，並進而展現組織公民行為。

The concept of person-environment fit includes many types of fit, including person-organization fit (PO fit), person-group fit (PG fit), person/subordinate-supervisor fit (PS fit), demands -abilities fit (DS fit), and needs-supplies fit (NS fit). Much research has focused on the PO fit – organizational citizenship behavior (OCB) connection, while less attention has been paid to the relationships of the other four types of fit and OCB. The purpose of this study is to investigate the relationships between the five types of fit (including PO fit, PG fit, PS fit, DA fit, and NS fit) and OCB, and further to explore the mediating effect of affective commitment on the above relationships.
This study surveyed 378 employees of various occupations. The results of this study showed that there were positive relationships between the five types of fit and OCB. Moreover, affective commitment mediated the relationships of the five types of fit and OCB. Managerial implications of the study results were discussed.

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