人格特質對工作績效影響之研究-以工作特性為干擾變數

The Effect of Personality Trait on Job Performance:Task Characteristics as Moderating Variables

劉傳仁(Chuan-Ren Liu)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2012年)

https://doi.org/10.6840/cycu201200194

摘要

從古至今，提升工作績效一直以來都是各大產業與公司的首要目的，而如何去做有效的改善方法有很多種，以人力資源的角度來看，最被廣泛探討的就是人格特質。究竟擁有何種人格特質的員工在工作上會有較好的表現，學者無不努力探求。根據許多文獻研究，人格特質確實會影響工作績效，但是卻容易受到工作本身的特性所影響，所謂「人格與工作配適」的概念是指決定員工績效的原因除了人格特質或是工作特性之外，某種人格的人若配合具有某種工作特性的工作，他的工作績效也會有所改變，所以甄選適當的人才在適當的位置，就是本研究的重點與目的。

本研究沒有特別採用何種產業，也沒有特別針對何種職位，而是當職工作者就是本研究探討的對象，以這些員工的「人格特質」、「工作特性」與「工作績效」為研究之主題，分析五大人格特質中何種特質的員工在具有不同工作特性的職務中，其工作績效的變化。因此在本研究中，會針對五大人格特質與工作特性交互作用對工作績效的影響進行分析，而工作績效上面分成任務績效與脈絡績效，主要原因是隨者人格特質的不同，其在兩種不同績效的表現上，也會截然不同。

而最後研究發現，情緒穩定性在任務績效和脈絡績效之間最具相關性；而勤勉正直性在其次。以迴歸模型來看，在未受到工作特性干擾時其勤勉正直性與情緒穩定性用來預測任務績效之迴歸模式顯著性相當高；若以親和性來預測脈絡績效之迴歸模式其顯著性也是相當高。而在有工作特性干擾時勤勉正直性與親和性在任務績效上其效果是顯著的，開放性與親和性在脈絡績效上其效果是顯著的。因此，當工作本身的MPS分數很低時可以多採用具備開放性、勤勉正直性與親和性的人，這樣工作績效就可以獲得改善。

關鍵字

五大人格特質 ； 工作特性 ； 工作績效 ； 任務績效 ； 脈絡績效

並列摘要

Since ancient times, enhance job performance always the company's primary purpose.So how to improve this? From a variety of human resources point of veiw, the most widely discussed is personality trait. Many academics are research that what kind of personality trait in the work will have better job performance. According to much literature, personality trait does affect job performance, but easily influenced by the task characteristics. "Personality and job fit" refers to determining job performance is not only influenced by personality trait or task characteristics but also two of these variables interaction. So selection of right man at the right job, that is this research focus and purpose.

This research’s object just adopt someone who have job, not specially focus on industry or position. Accoding to these employees’s "personality trait", "task characteristics" and "job performance" as a topic, and analysis of which personality trait’s person at different task characteristics will influence on job performance. In this reserch, I will focus on interactions for the five personality traits and task characteristics on job performance, and job performance will divided into task performance and contextual performance, these two different performances have different research’s results.

The last part of this research found that emotional stability in the most correlation between task performance and contextual performance; conscientiousness in the second. And follow regression model, when personality traits are not influenced by task characteristics, to predict the task performance regression model is significantly quite high; if the regression model to predict the contextual performance that agreeableness is significantly quite high. When personality traits are influenced by task characteristics, conscientiousness and agreeableness in the task performance are significantly quite high; openness and agreeableness in the contextual performance are significantly quite high. Therefore, when the MPS score is very low, we can hire person who gets openness, conscientiousness and agreeableness, so that job performance can be improved.

並列關鍵字

contextual performance ； task performance ； job performance ； task characteristics ； Big-five

參考文獻

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