人格特質與藥廠業務人員工作績效之研究-以組織文化為調節變數

The relationship between the personality and the performance of pharmaceutical representative-organizational culture as the mediator

陳姿安(Tzu-An Chen)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2008年)

摘要

醫藥產藥實為專業且獨立之市場，藥業業務人員須有專業產品知識得以向醫師做推廣與銷售。近年來，醫藥市場因健保制度之變化與限制，其競爭愈來愈激烈，故其在專業訓練之外，業務人員本身之人格特質與外在所服務之組織文化，為公司人力資源部門近年所積極想研究的課題。本研究目的為瞭解藥品公司業務人員的人格特質，是否會影響其工作績效，並討論這種影響是否在不同的公司組織文化中會有差異的情形，以利人力資源部門在招募人才時考慮人格特質與組織文化，以及預期工作績效上有所助益。
本研究係以問卷方式針對受訪對象進行人格特質的測驗、工作績效的自我評估及組織文化之分類，受訪對象為藥廠業務人員，研究樣本為137人。在研究工具方面，針對人格特質採用2003 年朱慶龍所翻譯的NEO-PI, Form S量表，工作績效採用自評形式，而組織文化的分類則參考Boggs (2004)、江岷欽(1993)研究翻譯之量表。在統計分析上，本研究使用迴歸分析探討在不同組織文化對人格特質與員工工作績效的影響程度，以及探討人格特質對於工作績效的影響。
研究結果顯示，人格特質中情緒敏感性與工作績效呈負向關係，其他人格特質皆為正向關係。宗族文化對開放學習性人格特質之工作績效具正向調節作用；宗族文化對情緒敏感性人格特質之工作績效具負向調節作用；市場文化對勤勉正直性人格特質之工作績效具正向調節作用。

關鍵字

人格特質；組織文化；工作績效

並列摘要

Medical health service industry is a professional and an independent market, because medical representatives of pharmaceutical companies must have professional product knowledge to introduce drugs to physicians. Since the changes and limitations of national insurance policy from 2004, the medical health service market has become more and more competitive. In order to keep competency for competition, not only relying on professional training, but also matching personality of medical representative and organizational culture are the key issues for human resource of company need to be focus on. This study objective is to understand the relationship between personality and work performance of medical representative and to discuss the moderator-mediator effect of organizational culture in the relationship of previous description. The exceptive outcomes can provide useful information for human resource department in recruitment process.
Through a questionnaire survey targeted at medical representatives in pharmaceutical companies in Taiwan, this study explores the relations among personality, organizational culture, and work performance. The questionnaires for personal characteristic are NEO-PI, from S which is translated by Chiu, Chin-Long in 2003. For work performance, self-evluation is adapted in this study. Regarding to orgarnizational culture, translated questionnaires are used which are also used in the studies by Boggs (2004) and by Chiang (1993). The study samples size is 137.
The results show that personalities of Agreeableness, Conscientiousness, Extraversion, and Openness to Experience have positive effect on work performance. However, Emotional Stability personality has negative effect on work performance. Moreover, clan culture has positive moderator-mediator effect on work performance on people who have personality of Openness to Experience. Adversely, clan culture has negative moderator-mediator effect on work performance on people who have personality of Emotional Stability. Interestingly, Market culture has positive moderator-mediator effect on work performance on people who have personality of Conscientiousness.

並列關鍵字

Personality ； Organizational culture ； performance

參考文獻

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