本研究探討個案公司於招募甄選流程當中，面談者須通過CPAS職業適性診斷測驗，方能進入面談階段。根據其五大適性職業測驗結果決定是否安排面談，並針對十二項人格特質測驗成績較低分項目者進行面談題目設計。由於職能適性測驗為招募甄選流程的第一關，為面試者是否能進入面談階段之重要依據，因此本研究想針對此測驗探討五類型工作能力與十二項人格測驗分數，是否成績越高，可以預期其進入公司後工作表現越好？不同職系工作所需的特質是否不同？業務職、技術職、後勤行政單位的測驗分數，有哪些指標可以作為參考？這些問題其中的相關性值得探討。本研究以CPAS職業適性測驗之人格特質結果作為自變項，工作績效作為依變項，以SPSS軟體進行資料統計分析，使用描述性統計、迴歸分析統計方法，彙整結果得到以下結論：一、「慎重性」、「思考性」、「持續性」和業務職類與後勤行政職類人員的工作績效有顯著正相關。二、「非定型的工作」和技術職類人員的工作績效有顯著負相關。建議個案公司未來可以將上述分數列為未來參考指標。;In the candidate recruitment and selection process of Company A, candidate is required to pass career personality aptitude system test before they can enter into the interview process. The test result is a major factor to determine the candidates to be interviewed. This study intends to find if the higher score of the career personality aptitude system test, the better employee performance can be expected; if the personality required vary by different occupation; what are the indicators can be used as a reference for sales, technical, and administrative employees? This study sets the test result of personality as independent variable, employee performance as dependent variable; through the related and regression analysis, the conclusions of the study results are: 1. "Cautious", "Analytical", "Persistence" are significantly related to the performance of employees in sales and administrative categories. 2. "non-daily routine/process work" is significantly dis-related to the performance of technical employee category. The result explains the employee performance better, and suggest the Company A to take the test score for the reference.
