企業員工人格特質、工作態度、逆境商數及其創造力關聯模式之研究－以台灣高科技產業為例

何昆展

doi:10.6833/CJCU.2008.00013

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企業員工人格特質、工作態度、逆境商數及其創造力關聯模式之研究－以台灣高科技產業為例

A Study of the Relationship Model Among Employee's Personality Traits, Job Attitudes, Adversity Quotient and their Creativity－An Empirical Study of the High-Tech Industry in Taiwan

何昆展 , Masters　　Advisor：李元墩　　Co-advisor ：池福灶

繁體中文 DOI： 10.6833/CJCU.2008.00013

人格特質；工作態度；逆境商數；員工創造力； Personality Traits ； Job Attitudes ； Adversity Quotient ； high-tech industry ； SEM

Abstract │ Reference (234) │ Times Cited (5) │ Altmetrics

Abstract 〈TOP〉

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Abstract
The 21st century, the advent of the era of knowledge economy, innovation and knowledge innovation will be promoting economic growth momentum. Individual creativity is the beginning of innovation, enterprise innovation capacity is often determined by whether the individual creativity inspired the play, therefore, enterprise-based understanding of the characteristics of the staff, to speculate on hold by the work of the attitude or performance that the staff might have, it may be because of the differences of their personality or characteristics, if employees understand the nature of the arrangements would be appropriate to other departments to enable it to express their expertise, so as to encourage the development of individual creativity innovation and achieve the great success, and that will increase the competitiveness among the organizations.
Further, the study selected the employees of High-Tech Industry In Taiwan as subject. After using stratified and purposive sampling, there were 218 effective questionnaires returned among 600 questionnaires distributed. The usable returned rate was 36.33%. The data was analyzed by a variety of statistical methods, such as canonical correlation analysis, regression analysis, hierarchical regression analysis, ANOVA and SEM. After integrating the results of empirical analysis, the findings of the study are as follows: 1. Personality Traits has significant positive correlation and effect on Job Attitudes and Adversity Quotient; 2. Job Attitudes has significant positive correlation on Employee's creativity; 3. Good model of relationship exists among each construct; 4. Job Attitudes has significant positive effects on effectiveness of Adversity Quotient with a moderating affect of transfer climate. Finally, this summary takes the deep discussion with the conclusions and management implications of this study and presents the concrete contributions and suggestions to be references by the enterprises and the academic sphere.

Reference ( 234 ) 〈TOP〉

王精文、范凱棠（民95）。工作不滿足與持續承諾對員工創造力表現之影響。人力資源學報，第6卷第4期，頁81-98。.
連結：
余明助（民95）。組織變革不確定感與員工工作態度關係之研究-以組織溝通和員工信任為中介變數。人力資源管理學報，第六卷第二期，頁089-110。
連結：
李俊杰（民93）。組織生涯管理、員工個人生涯規劃、人格特質與工作滿意度之關聯研究。成功大學工業與資訊管理學系碩士班碩士論文。
連結：
李雯智(民95)。2000年以後國內外組織認同研究評析。學校行政雙月刊，第45期，頁60-72。
連結：
李總縯(民91)。組織氣候、組織認同、組織效能之關聯性研究－以非營利組織國際獅子會台灣地區分會為實證對象。中原大學企業管理學系碩士論文，未出版，桃園縣。
連結：

Times Cited (5) 〈TOP〉

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