多準則決策分析於人員甄選之研究 -以某國營事業為例

Personnel Selection Using Multiple Criteria Decision Making - A Case Study of the Government-owned Enterprise

易慧珍(Hui-Chen I)

指導教授 ： 胡宜中

中原大學/商學院/企業管理研究所/碩士(2011年)

https://doi.org/10.6840/cycu201101002

摘要

摘要
人力之良窳一向為企業所重視，並將之視為資本之一環。企業如何在眾多應徵者中，透過有效的甄選工具做必要的篩選，進而撮合工作與人，達成人與工作配適，是組織的一個重要課題。
本研究以國營事業機構C公司為個案，探討如何透過有效的甄選，網羅合適且優秀的員工，以提升企業經營績效。過去研究顯示心理學人格理論之五大人格特質與工作績效之間具有關聯性，因此，本研究使用五大人格特質為構面，並透過修正德爾菲法凝聚專家對構面下問項的共識。由於人格特質的構面間與準則間存在著相依性，因此使用網路分析程序法找出甄選管理師與工程師之關鍵構面與關鍵準則。最後，輔以主管對新進人員之工作績效考核，驗證甄選結果。
經實證研究發現，C公司在甄選管理師方面，最重視的人格特質構面為「親和性」與「嚴謹性」，顯示重視人際友善與團隊合作，做事細心謹慎負責；最重視的準則為「我通常盡力體貼和顧慮周到」與「大部分我認識的人都喜歡我」，顯示具備體貼、周到、人際關係良好的特質的人為甄選需求目標人才。在甄選工程師方面，最重視「開放性」，顯示重視經驗開放有助於知識汲取與研發創新；最重視的準則為「我是一個快樂而歡欣的人」與「當我找到了做事的正確方法，我就堅持採用這個方法」，顯示具備外向活潑及開放思考特質的人，能主動參與探索學習並樂於與人分享。統計分析顯示，工程師的五大人格特質績效與工作考核績效排序間有顯著的一致性。未來可運用所提出之評估架構於其他國營事業之人員甄選，對符合口試資格者，進行人格測驗，以做為甄選錄取之參考依據。

關鍵字

國營事業 ； 網路分析程序法 ； 人員甄選 ； 人格特質 ； 修正德爾菲法

並列摘要

Abstract
The quality of human resources has always been a priority, and seen as a part of the capital, by businesses. It is thus an important issue for a company to match people and jobs with effective selection tools to reach the goal of person-organization fit.
This research is a case study on a government-owned Enterprise C, aiming to investigate strategies of effective selection in recruiting suitable employees to improve the performances of the enterprise. Past studies have shown that the Big Five personality traits in personality theory in Psychology have a significant relevance to work performances. Thus I chose to use the Big Five personality traits as the classification aspects in my research, and with modified Delphi method I tried to find the expert consensuses on the sub-items under these aspects. Considering the fact that there are dependencies among the aspects and criteria of personality traits, I used the Analytic Network Process to find the key aspects and criteria of selecting administrators and engineers. Last but not least, I verified the results of selection with performance assessments by managers to new employees.
Through this empirical research, I have found that as far as selecting administrators is concerned, Enterprise C puts most emphasis on agreeableness and conscientiousness with respect to the aspects of personality traits, showing that it values interpersonal friendliness and teamwork; it puts most emphasis on “I usually do my best to be thoughtful and thorough” and “Most people I know like me” with respect to criteria, revealing that those with the qualities of thoughtfulness, thoroughness and good interpersonal relations are the wanted people. As for engineers, openness is most appreciated, showing that openness to experiences helps knowledge acquiring and R&D innovation; the most important criteria are “I am a happy and cheerful person” and “When I find the right way to do something, I’ll stick to it”, which means that those with outgoing, cheerful and open thinking traits can actively participate in investigative learning and are happy to share. The analysis on statistical data shows that the ranking of the Big Five personality traits are significantly consistent with the ranking of assessment of working performances. In the future, the evaluation framework proposed in this thesis, as personality tests for those who are qualified to the interviews, can be used in the personnel selection in other government-owned enterprises as a reference for employment.

並列關鍵字

personality traits ； personnel selection ； alytic network ； modified Delphi method

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