職業適性對工作績效影響之探討-以W公司業務單位人員為例

陳柔奕(Jou-Yi Chen)

指導教授 ： 黃同圳 ； 鄭晉昌

國立中央大學/管理學院/人力資源管理研究所碩士在職專班/碩士(2014年)

摘要

Walker (1980)認為「人力資源規劃」是在變動的環境下，分析組織的人力資源需求，並發展必要活動以滿足這些需求的過程。為因應組織策略通常會產生人力需求，要達成需求其中一個重要的管道為招募與甄選。Knight (1999)也指出當企業雇用、發展並保留最佳人才時，人力資本的價值即增加。故對企業來說不只要滿足人力需求，也需進一步甄選合適的人才並使其發揮最大的工作效益，以期達到公司的預期目標。
個案公司希望藉由職業適性測驗幫助用人單位瞭解面試者特質並甄選合適的人才，但引進三年以來卻一直沒有驗證職業適性與工作績效間的關聯性，故本研究選定的人格測驗工具為個案公司的 [職業適性診斷測驗]，探討此評測工具與工作績效的相關聯性，驗證此一測評工具之效標關聯度，俾協助公司提升用人準確性，進而提升組織績效。
　　本研究以個案公司到職滿三年的業務單位人員作為施測對象，總共有150位人員，工作績效則以2010年~2011年二年的績效平均分數作為依變項之參考。研究結果經相關分析與迴歸分析等統計方法整理分析後，發現對人與對營業的工作適性越高其工作績效越佳；行動性越高，則工作績效反而越差，與預期方向相反，其他之職業適性特質均不具預測工作績效之能力。

由於此測驗無論是在十二項性格特質或工作適性可作為甄選參考的相關性太少且資訊不充足，加上題目設計易於讓求職者揣摩，對於一心想要進入個案公司的求職者很容易在回答時操作測驗結果；因此建議個案公司不使用該職業適性測驗作為甄選工具，若個案公司仍堅持需使用該職業適性測驗，則建議個案公司的人資單位必須搭配推行結構式面談來提升面談效度；同時透過訓練來提升面試主管本身的專業素養，以降低單獨使用職業適性測驗作為甄選工具。

關鍵字：效標關聯度、CPAS職業適性測驗、工作績效

關鍵字

效標關聯度 ； CPAS職業適性測驗 ； 工作績效

並列摘要

Walker（1980） thought “Human Resource Planning，HRP” is a process which fulfills the requirements under the changeable environment for analyzing the human resource of organization and developing to a necessary activity. The requirement of manpower is usually result from the organization strategy and cause the demand of recruiting and one of the important way is recruiting and selection. Knight（1999）proposed when the enterprise recruit and develop talent to retain the best talent, the value of human capital is increasing immediately. Therefore, for the enterprise which is not only to fulfill the requirement of manpower, but also to select the proper talent to exert the maximum of working efficiency and expect to reach the expected purpose.

The individual company expects to help the requirement of the employer to understand interviewees’ characters and select the proper talent by the Career Personality Aptitude System. However, since the case has been conducting this system for 3 years, it hasn’t proved the connection between the career personality aptitude system and job performance. Therefore, to choose the tool of personality test to be the Career Personality Aptitude System for the case study, in order to probe the connection between the valuation tool and job performance. Besides, verifying the connection between the evaluation tool of the Criterion-related Validity to promote the accuracy on recruiting and further to promote the organization performance.

The objects are the staffs who have been working at the sale department for 3 years in the individual company and to choose 150 staffs totally to conduct this questionnaire. The changeable items are based on the average performance from 2010 to 2011. Through the regression and other related analysis to find out that if the career aptitude to operation is higher, the job performance is better. If the mobility is higher, the job performance is worse. What are opposite to our expectation and other career aptitude characters don’t have the ability for expecting the job performance.

Since this test of 12-personality characters or career aptitude could be the reference of selection, the connection and information with which is insufficient. Otherwise, the design of question is easy to be simulated by applicants who would be easy to operate the result of the test for entering the case of company. Therefore, to suggest the individual company doesn’t only apply the career aptitude system to be the tool for selection. If the individual case still insists on applying this system, to suggest the human resource department must combine the conduct structure interview to promote the efficiency of interview. In addition, improve the interview manager’s professionalism by training to decrease the career aptitude system to be the only tool for selection.

Key word: Criterion-related Validity、CPAS career personal aptitude system、job performance.

並列關鍵字

Criterion-related Validity ； CPAS career personal aptitude system ； job performance

參考文獻

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