傳統製造業職務工作特性與員工特質適配性研究

Research on the Characteristics of Jobs in Traditional Manufacturing and the Adaptability of Employees

鄭世芳(Shih-Fang Cheng)

指導教授 ： 李明彥

中原大學/商學院/企業管理研究所/碩士(2019年)

https://doi.org/10.6840/cycu201900882

摘要

本研究問卷施測於線纜業領導工廠，涵蓋各功能完整的部門，具有不同且真實工作內容的工作特性。利用三階段量化問卷將員工人格特質、工作態度、工作想法串連，並增加主管對員工評核問卷; 問卷具有對應編號具有連貫性可信度，另避免員工過於美化問卷量化數值，增加主管評核問卷。問卷份數209份，總回收率高達 96.65%，具高可信度。
本研究施行之問卷調查於回收後採用迴歸分析手法進行解析，以工作績效檢視工作特性對人格特質是否存有線性關聯。研究結果發現在職務工作中具有技能多樣性及工作完整性會因不同人格特質有顯著相關連性，達成尋找個人特質與工作特性的關聯性的管理目的。
管理意涵:在目的選才時要考慮工作單位的工作特性(如部門工作特性表)及人格特質適配的結果作為參考。另對選擇部門主管的選擇影響性更大,除了候選者在原工作領域上表現優異的條件外,必須再評估其晉升或將調動後部門工作特性與本身的人格特質的適配性。

關鍵字

工作特性 ； 人格特質 ； 工作績效 ； 適配性

並列摘要

This research questionnaire was tested in the cable industry leading factory, covering all functional departments, with different and real working content. Use the three-stage quantitative questionnaire to link employee personality traits, work attitudes, and work ideas, and increase the supervisor's assessment questionnaire for employees. The questionnaire has the coherence credibility of the corresponding number, and avoids the employee to over-authenticize the quantitative value of the questionnaire and increase the supervisory evaluation questionnaire. The number of questionnaires was 209, and the total recovery rate was as high as 96.65%, with high credibility.
The questionnaire survey conducted in this study was analyzed by regression analysis after the recovery, and there was a linear correlation between the work characteristics and the personality traits. The research results show that the skill diversity and job integrity in job-based work are significantly related to different personality traits, and achieve the management purpose of finding the relationship between personal traits and job characteristics.
Management implications: When considering the purpose of selection, it is necessary to consider the work characteristics of the work unit (such as the department work characteristics table) and the results of the personality trait adaptation as a reference. The choice of the head of the selection department is more influential. In addition to the conditions in which the candidate performs well in the original work area, it is necessary to evaluate the suitability of the promotion or the post-mobilization department's work characteristics and its own personality traits.

並列關鍵字

Job Characteristics ； Employee Characteristics ； Working Performance ； Adaptability

參考文獻

1. Herzberg, F. & Kilbridge, M.D. (1940).Work and the nature of man; World Publishing Co.

2. Turner, A.N. & Lawrence, P.R. (1965).Industrial Jobs and the Worker, Boston Harvard University Press.

3. Hackman, J.R. & Lawler Ⅲ, E.E. (1971).Employee Reaction to Job Characteristics, Journal of Applied Psychology, vol.55, no.5, pp.259-286.

4. Hackman, J.R. & Oldham, G.R., Janson, R. & Purdy, K. (1975). A New Strategy for Job Enrichment, California Management Review, summer, pp.57-71.

5. Hackman, J.R. & Oldham , G.R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, vol.60, pp.159-170.