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Student Number 90427012
Author Pei-Chen Kuo(郭珮甄)
Author's Email Address No Public.
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Department Graduate Institute of Human Resource Management
Year 2002
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title 人格特質對工作績效之影響探討
─以M公司大陸廠間接人員為例
Date of Defense 2003-06-30
Page Count 88
Keyword
  • big five personality
  • Abstract 兩岸經貿依存關係日益密切,許多高科技廠商為求在全球市場占一蓆之地,紛紛進行海外擴張並進行招募大陸當地人才活動。大陸職工的口才普遍良好,企業主宜避免單憑面試時的印象,作為任用的主要依據,以免所用非人(黃同圳,1995)。故應使用多元甄選工具篩選及作為面試之參考依據,其中人格測驗為學術界與實務界積極去探討研究及運用的甄選工具之一。關於人格測驗在大陸台商之運用,以往幾乎未有相關討論,基於未來赴大陸投資之企業之參考,因此本研究有其必要性。
    經由普查M公司所有間接人員之人格特質,並與工作績效連結,研究結果顯示量表在內部一致性上,α係數皆在0.6的水準之上,由此可見量表具有一定程度之內部一致性。在效度驗證上,本研究與Furnham, Adrain;Stringfield, Paul(1993)在大陸之研究相似,人格特質與績效有相關,但是在迴歸分析之效度驗證中,預測能力不甚理想。M公司間接人員的績效成績與個人屬性及人格特質之迴歸方程式中,達到顯著的水準,人格特質與個人屬性解釋13.5%的績效成績,其中以人格特質中的親和性(標準迴歸係數β=.263,T值=2.613**)具有顯著之影響。
    管理部門開放學習性(r=.346, p<0.05)與外向性(r=.346, p<0.05)對於工作績效有顯著正相關,但迴歸分析無顯著解釋能力。工程部門親和性(r=.275, p<0.01)與工作績效有顯著正相關,且由迴歸分析中發現工程部門親和性具顯著解釋能力。
    不同職等中一等作業員之情緒穩定性(r=.700, p<0.01),二等技術員之親和性(r=.280, p<0.05)及四等工程師之親和性(r=.816, p<0.05)與工作績效有顯著正相關。但迴歸分析中僅高職等員工,情緒穩定性(標準迴歸係數β=-0.344,T值=-1.910+)與假設方向相反,親和性(標準迴歸係數β=.350,T值=2.301*)與工作績效有顯著解釋能力。
    Table of Content 第一章 緒論……………………………………………………………1
    第一節 研究動機………………………………………………………………..1
    第二節 研究目的………………………………………………………………..6
    第二章 文獻探討……………………………………………………...8
    第一節 人格特質………………………………………………………………8
    第二節 人格特質與工作績效…………………………………………………19
    第三章 研究設計……………………………………………………..32
    第一節 個案公司簡介………………………………………………………....32
    第二節 研究架構及假設………………………………………………………34
    第三節 研究流程………………………………………………………………36
    第四節 抽樣設計與資料蒐集…………………………………………………42
    第五節 研究工具……………………………………………………………....44
    第六節 資料分析法……………………………………………………………46
    第四章 結果分析…………………………………………………….48
    第一節 描述性統計……………………………………………………………48
    第二節 研究變數相關分析……………………………………………………51
    第三節 變異數分析……………………………………………………………57
    第四節 迴歸分析………………………………………………………………61
    第五章 結論與討論………………………………………………….72
    第一節 研究假設之結果探討…………………………………………………72
    第二節 管理意涵與建議………………………………………………………78
    第三節 研究限制…………………………………………………………….81
    第四節 研究建議…………………………………………………………….82
    參考文獻…………………………………………………………….83
    圖目次
    圖3-1 研究架構圖…………………………………………………………...34
    表目次
    表2-1 甄選工具效益分析…………………………………………..……..10
    表2-2 心理測驗類別………………………………………………………18
    表2-3多國Meta-analysis結果比較…………………………………….....25
    表2-4 國內外五大人格特質與工作績效之影響效果整理……….………....28
    表3-1 預測量表構面及其定義………………………………….….….…..…38
    表3-2預測量表信度………………………………………………………..39
    表3-3 個人屬性資料………………………………………………………..45
    表4-1 樣本結構……………………………………………………………..49
    表4-2 問卷之平均數………………………………………………….….....50
    表4-3相關分析……………………………………………………………..51
    表4-4 管理部門之相關分析……………………………………………….53
    表4-5 工程部門之相關分析 …………………………………………….54
    表4-6 不同職等之人格特質與績效相關分析…………………………….56
    表4-7 性別在人格差異上的差異分析……………………………………..57
    表4-8 部門在人格差異上的差異分析…………………………………….58
    表4-9 學歷在人格差異上的差異分析…………………………………….59
    表4-10 職級在人格差異上的差異分析…………………………………...60
    表4-11 整體個人屬性及人格特質對於工作績效之迴歸分析…………..63
    表4-12不同部門員工個人屬性及人格特質對於工作績效之迴歸分析.....66
    表4-13 低職等員工個人屬性及人格特質對於工作績效之迴歸分析…….68
    表4-14高職等員工個人屬性及人格特質對於工作績效之迴歸分析….….71
    表5-1 研究假設與結果………………………………….……………….…..77
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    Date of Submission 2003-07-08

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