論文名稱：社會人際行為模式測驗與工作績效間關連性之探討校所名稱：國立中央大學人力資源管理研究所畢業時間：中華民國一○一年六月指導教授：房美玉教授研究生：蔡成昌論文提要內容： 在激烈競爭的電子產業，其上下游及相關產業皆面臨了求才若渴的狀態，不論是人才的量或質，都達到了前所未有的需求，而如何慎選合適的人才更是當務之急。而Hitt、Ireland和Hoskisson (2001)也都認為，企業的人才是組織中最重要的資源，也是所有競爭優勢的根本基礎。由上述可知，如能由甄選時，就選擇就合適求職者，且預估其可能的績效結果，將會成為企業獨特的競爭優勢。 本研究之個案公司於1996年創立，至今約15年，台灣員工人數約350人，亞洲總員工人數約550人，十五年來一路披荊斬棘、屢創高峰。為了甄選合適的求職者，其近六年來使用此社會人際行為模式測驗來協助面試主考官了解求職者的人格特質，但由於此量表在公司內無任何來源資料，以至於其結果長期受到主管的質疑。故本研究為探討個案公司社會人際行為模式測驗工作績效間的關聯性，其樣本來源為經測驗且至今仍在職的員工，共取得124個樣本數來進行分析，期望將結果提供給個案公司，以協助其是否調整甄選工具的依據。In the fierce competitive hi-tech industry, all firms demand more employees, no matter in qualitative or quantitative. Therefore, how to recruit appropriate candidates is top priority for all the firms in the industry. According to Hitt, Ireland, and Hoskisson (2001), employee is the most important assets in the organization, and it is also the foundation of the competitive advantages. Thus, If the firm could recruit appropriate candidates through interview and estimate her/his performance in the future, it will become the unique competitive advantage of the firm.The company in the case-study is established in 1996. The number of employee in Taiwan is around three hundred and fifty , in Asia is around five hundred and fifty. The company has overcame several challenges and hit the top several times in the past fifteen years. In order to recruit the appropriate candidates, in the past six years, the company has applied ‘The Society Relationship Behavior Mode Examination’ to assist the chair interviewers have better understand in character of the candidates. However, this tool does not have sufficient data to support in the company, it has been questioned by the management team. As a consequence, the research is trying to find the connection between ‘The Society Relationship Behavior Mode Examination’ and the performance. The data is collected from the employee who has been tested and current stay in the company. The sample size is one hundred and twenty four employees. The expectation of the research is to provide the result to the company as a reference to modify the recruiting tool.
