本研究探討個人主觀適配與個人與組織適配回饋契合程度的組合（兩者一致或不一致），對網路求職者其主觀組織吸引力知覺的影響。此外，並探討個人對回饋同意程度是否調節前述之關係。本研究以137位大學生為對象，透過紙筆問卷與網路問卷兩階段收集資料。事前單尾獨立樣本t考驗的結果顯示，在個人與組織適配回饋和主觀適配的契合狀況一致時，接收到高適配回饋的受試者其主觀之組織吸引力較高；反之，低適配回饋使受試者的主觀之組織吸引力較低。在個人與組織適配回饋和與主觀適配的契合狀況不一致時，高適配回饋未能提高受試者的主觀組織吸引力知覺，但低適配回饋則使受試者的主觀組織吸引力知覺較低。在個人與組織適配回饋和主觀適配的契合狀況不一致時，個人對適配回饋的同意程度調節個人主觀適配度對組織吸引力的影響，因而造成高適配回饋的效果不顯著；反之，接收到低適配回饋的受試者，其組織吸引力則未因對回饋同意程度的高低而產生差異。此外，在個人與組織適配回饋和主觀適配契合狀況一致時，受試者對回饋的同意程度亦調節個人主觀適配度對組織吸引力的影響。根據本研究之結果，建議企業可在公司網頁中，提供簡單的適配指標，將可協助求職者自我選擇，以減少不適任履歷，並且提高適任者履歷之目的。

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