一望即知？面相、人格特質與工作績效之關聯性研究

Catching it at the first sight? A study of the relationship among Chinese traditional face characteristics, personality, and job performance of the employees.

劉慶懿(Ching-Yih Liou)

指導教授 ： 李明彥

中原大學/商學院/企業管理研究所/碩士(2017年)

https://doi.org/10.6840/cycu201700792

摘要

人力資源管理流程中，「選才」往往是最具關鍵影響，且可能左右企業發展成敗的重要因素(Hope & Hendry, 1995)。換句話說，慎選適任員工，已成為企業組織最重要的共同課題，而欲做好慎選的工作，發展良好且有效的甄選工具更是其中關鍵所在。早在春秋時期開始，「相術」便經常在史籍記載中列為一種拔擢人才的評判要素。「相由心生」一直是華人傳統的直覺概念，也真實的影響著華人在識人、用人的決策；然而，在華人企業選才方式中廣為流傳的中國面相學，始終缺乏科學根據, 也未見利用面相特徵與客觀指標做關聯分析。
本研究依據文化基模(schema)理論，嘗試說明面相學的有效性，將華人面相學中常用的如天庭、印堂、地閣…等評斷術語，在進行數量化操作型定義，採平面臉部辨識系統及立體臉部數值測量工作後，做為面相特徵之指標。由迴歸分析方法分析某一企業內部242名員工的面部特徵、個人特質以及工作績效後發現：中國面相學中對人工作表現的相關特徵指標，能有效反映其工作表現。本研究係第一個採用數量化定義後解釋華人傳統面相學之研究，研究結果可做為人力資源管理範疇中，員工面相對其個人特質與工作表現關聯性參考，並開創後續之相關研究。

關鍵字

面相 ； 人格特質 ； 績效

並列摘要

In the human resource management process, “ recruitment” is the most critical and important factor leading the success or failure of a corporation (Hope & Hendry, 1995). In other words, selecting the employees who are capable of doing the jobs is the most important theme in general. Due to this, it is the key point to develop good and efficient selecting tools。Since Spring and Autumn (770~476 BC) dynasty in China, Physiognomy (assessment via face) had become the key criteria for selecting the persons with capability according to the statement in historical books. The concept of “You just look as what you think” originates from Chinese traditional culture and affects deeply the decisions which are made to understand more about people’s personality and assigning the tasks. Although Physiognomy is the popular method of assessment for recruitment in Chinese companies, it lacks scientific verification and no relevant analysis explains further about applying facial features and objective indications to support the method.
This study based on cultural schemata perspective to elaborate the effectiveness of Physiognomy and to finalize the indicating criteria of facial features by applying plane face recognition system and 3D facial value measurement with quantitative operational definition in terms of the criteria of judgement, such as forehead, Yintang (the top of the nose) and chin which are often used in Physiognomy.
The study explains the indications of relevant facial features in Physiognomy reflecting effectively the work performance of the employees through regression analysis on facial features, personality and key performance of 242 employees in a corporation. This is the first study to elaborate traditional Physiognomy in Chinese culture by quantitative definition. The result states the related reference about understanding the personality and work performance via assessment of the face, contributing development on the following relevant studies in the realm of human resource management.

並列關鍵字

Physiognomy ； personality ； key performance

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