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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/65163


    Title: 五大與九型人格對工作績效、組織公民行為及工作滿意度的影響;Big Five Personaloty and Enneagram on Job Performance,Organizational Citizenship Behavior, and Job Satisfaction
    Authors: 汪倪均;Wang,Ni-Chun
    Contributors: 企業管理學系在職專班
    Keywords: 五大人格;九型人格;工作績效;組織公民行為;工作滿意度
    Date: 2014-08-25
    Issue Date: 2014-10-15 14:42:22 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 本研究在探討五大與九型人格量表各子向度,與在主管評定考績的工作績效,以及員工自評的、組織公民行為與、工作滿意度三變項上,分數高低者間是否有顯著差異,以及能解釋之表現與關係的程度。研究參與者為175位某一上市科技公司員工,由主管評定考績與員工自評組織公民行為、工作滿意度。
    研究結果顯示,(1)就工作績效而言,五大與九型人格各子向度分數高低者間均無顯著差異。(2)就組織公民行為而言,五大人格中除了情緒穩定性外,分數較高者較同意自己有從事組織公民行為,九型人格中僅完美主義者、熱心助人者、成就至上者及天生領導者有顯著差異。(3)就工作滿意度而言,僅有五大人格中的情緒穩定性,與九型人格中的博學多聞者與享樂主義者有顯著差異。
    從階層迴歸研究結果發現,(1) 就工作績效而言,五大與九型人格皆無法適當的解釋。(2)就組織公民行為而言,五大人格中的謹慎性與經驗開放性,及九型人格中的成就至上者,有顯著影響組織公民行為。(3)就工作滿意度而言,五大人格中的謹慎性與情緒穩定性,及九型人格中的成就至上者與和平主義者,有顯著影響工作滿意度。
    整體而言,無論是各子向度分數高低者間的差異,或者是對依變項的影響,五大人格較九型人格表現較佳。若企業欲利用人格測驗預測求職者是否能有好的工作績效、組織公民行為及工作滿意度,建議以五大人格測驗為主。
    ;The study investigates whether the big-five model of personality and enneagram can explain supervisor rated job performance, as well as employee self-rated organizational citizenship behavior and job satisfaction. In addition, participants scored above and below the mean of each personality dimensions were compared on the three dependent variables. A total of 175 employees from a hi-tech firm participated in the study.
    Results showed that both the big-five model and the enneagram does not have an effect on the job performance. In the case of organizational citizenship behavior, participants with personality scored above the mean were all significantly higher than those below the mean, except emotional stability. When job satisfaction was considered, only conscientiousness of the big-five model of personality, and perfectionist, helper, achiever, and leader in enneagram, can tell the difference.
    Results from hierarchical regression found (1) both the big-five model and enneagram could not explain job performance, (2) conscientiousness and openness to experience of the big-five, and achiever of the enneagram, were able to explain organizational citizenship behavior, (3) conscientiousness and emotional stability of the big-five, and achiever and peace-maker of the enneagram, had a significant impact on job satisfaction.
    Overall, the big-five model of personality seems to do a better job than the enneagram. Organizations using personality as a selection tool may benefit more by using the big-five model.
    Appears in Collections:[企業管理學系碩士在職專班] 博碩士論文

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