過去關於五大人格特質的研究中，大多著重於其對於工作績效的效度，鮮少討論到他們的經濟價值。本篇研究即利用三種效用分析的模型（Taylor-Russell、Naylor-Shine 及Brogden-Cronbach-Gleser 模型）估計出使用五大人格量表作為甄選工具所產生的效用。在估計過程中，三種效用分析模型將被用來展現在使用甄選工具（如五大人格量表）時所需要的效用資訊，以增進決策的品質。使用五大人格量表作為甄選工具的效用將分別以「成功率(success ratio)」、「標準化的績效分數」以及「貨幣價值」之形式表現於三種模型之下。最後，本研究也深入探討效用分析的結果及其管理上的意涵。 Previous research of Big Five measures drew attention to their validity to job performance, but their economic value remained rarely discussed. The present study adopts three utility analysis models, Taylor-Russell model, Naylor-Shine model, and Brogden-Cronbach-Gleser model, to estimate the utility of using Big Five personality inventory as a selection device. The estimation process demonstrates how the utility analysis models could be used to capture the utility information of selection devices such as Big Five personality inventory in order to improve the decision making. The utility of using Big Five personality inventory would be calculated in terms of success ratio, standardized performance score, and dollar value, for the three utility analysis models respectively. These results of utility analysis and their practical implication are discussed.
