在台灣經濟發展中,半導體產業不僅備受政府重視,也在高科技產業中佔有一席之地,更在國內外都有傑出表現及莫大貢獻。而在如此具有競爭力的產業中,工程師變成為其核心競爭力的來源,因此,如何甄選到合適的人才,並創造適合的組織氣候以促使員工在完成份內工作之餘,尚願意主動協助同事、產生組織公民行為,已成為管理者永續經營的重要課題之一。 因此,本研究以半導體產業工程師為研究對象,並將人格特質和組織氣候設為自變項,以組織公民行為為依變項,目的是探討三者之間的相關性及影響性,並利用結構模型分析檢驗所提出的模型的配適度是否良好。 本研究透過問卷調查法,在聯絡過全台64家半導體相關公司之後,發出275份問卷,收回34間公司的有效樣本共138份,回收率達50.54%。利用SPSS和AMOS軟體,進行無反應偏差檢定、信效度分析、敘述性統計分析、獨立樣本t檢定、單因子變異數分析、相關分析、多元迴歸分析、與結構模型分析,發現: 1. 人格特質的部分構面對組織公民行為存在顯著正向影響。 2. 組織氣候的部分構面對組織公民行為存在顯著正向影響。 3. 人格特質-組織氣候-組織公民行為的模型配適度良好,且人格特質和組織氣候皆對組織公民行為有顯著的影響,而人格特質的影響效果大於組織氣候。
Semiconductor industry plays an important role in Taiwan. It has been supported by the government, and has an outstanding performance in the world. In such a high competitive industry, the engineers become the keys to achieve high performance. In other words, it is necessary for business to select the right candidates and create an appropriate environment to keep the value asset, the engineers, in the company, and have more organizational citizenship behavior (OCB). There are three purposes of this study: (1) to determine the relationship between personality, organizational climate, and OCB; (2) to test and compare the impact of personality and organizational climate on OCB; and (3)to test a proposed model explaining the relationship among personality, organizational climate, and OCB through empirical experiment . The research utilizes a survey data from a sample of 138 Taiwanese engineers within 34 semiconductor companies to exam the hypothesized model. The results show that: (1) personality has significant and positive effects on OCB; (2) organizational climate has significant and positive effects on OCB; (3) SEM analysis shows that the personality-organizational climate-OCB model has goodness-of –fit.