感知與偏好量表之效度驗證與評估－以某高科技公司為例

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李耕輔(Ken-Fu Lee) 查詢紙本館藏

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人力資源管理研究所

論文名稱

感知與偏好量表之效度驗證與評估－以某高科技公司為例
(Validity for Perception and Preference Inventory – on the example of a Taiwan High-Tech Company)

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摘要(中)

個案公司為台灣一家以光電產業為主的高科技公司，2004年曾經針對所採用的甄選工具「感知與偏好量表」進行效度的驗證。結果顯示各職業別高低績效的員工在人格特質上並沒有顯著的差異，也因此產生實務上的懷疑。所以本研究主要的目的有二：第一是是考驗感知與偏好量表與主管評核績效之關聯性；第二是比較研發工程人員與非研發工程人員高低績效在人格特質上的差異性。
本研究採用2006年工作績效作為效標，進行預測性效度的檢驗。研究發現感知與偏好量表解釋總變異量為5.5%，其解釋總變異增加了1.8％並達到顯著的水準(p=0.039＜0.05)。其中生活步調達到顯著水準(標準化β係數為0.12，t值為2.44，p值＜0.05)。
研究進一步探討全體員工、行銷研發人員、非行銷研發人員高低績效員工人格特質有哪些顯著的差異。結果發現全體員工績效特優組的成就需求得分顯著較高（平均差=1.09；t=2.53；p<0.05）。但是在細緻性上績效特優組顯著較低（平均差=-1.18；t=-1.96；p<0.05）。研發工程人員在活動性、成就需求、喜新性等構面上，績效特優組的得分顯著高於績效落後組（平均差=1.72；t=2.47；p<0.05；平均差=2.05；t=3.51；p<0.01；平均差=1.13；t=2.10；p<0.01）。但是在細緻性上績效特優組則低於績效落後祖（平均差=-2.19；t=3.20；p<0.01）。至於非研發工程人員高低績效在人格特質上則沒有顯著的差異。

摘要(英)

Case Company is a High-tech Company mainly focused on the optoelectronic industry. The selection tool which Case Company is now adopting called PAPI (Perception and Preference Inventory). They had an investigation on in 2004 and the validity turns out to be low. No evident reveals that there is any significant difference between high performance employees and low performance in any career. As a result the study has two purposes: First, Using 2006 performance evaluated by supervisors as criterion to discuss the predictive validity of PAPI (Perception and Preference Inventory). Second, to investigate whether employees have significant difference in personality between high and low performance employees.
The study proves that PAPI do have significant predictive validity(total variance 5.5%;incremental variance1.8％,p=0.039＜0.05).The construct “Life pace” is a useful predictor (standardβ=0.12,t=2.44，p＜0.05).
At the whole employees’ part, high performance employees have significant higher scores in the following personality constructs: “Achievement Needs”（mean difference=1.09；t=2.53；p<0.05）.High performance employees also have significant lower scores in “Attention to detail” (mean difference=-1.18；t=-1.96；p<0.05) constructs.
At the Research engineering employees’ part, high performance employees have significant higher scores in the following personality constructs: ” Need for change”,” Achievement Needs”,” Work pace”（mean difference =1.72；t=2.47；p<0.05；mean difference =2.05；t=3.51；p<0.01；mean difference =1.13；t=2.10；p<0.01）.High performance employees also have significant lower scores in “Attention to detail” (mean difference=-2.19；t=3.20；p<0.01) constructs. At the Non-Research engineering employees’ part, there is no significant difference between high and low performance employees.

關鍵字(中)

★ 效度驗證
★ 感知與偏好量表
★ 人格特質
★ 人格

關鍵字(英)

★ personality traits
★ Perception and Preference Inventory
★ personality

論文目次

中文摘要 ………………………………………………………… i
英文提要 ………………………………………………………… ii
誌謝 ……………………………………………………………iii
目錄 ……………………………………………………………iv
表目錄 ……………………………………………………………v
圖目錄 ……………………………………………………………vi
第一章序論 ……………………………………………………… 1
第一節研究動機………………………………………………1
第二節研究目的………………………………………………3
第貳章文獻探討……………………………………………………4
第一節人格特質…………………………………………… 4
第二節人格特質理論…………………………………………6
第三節人格特質的衡量方法…………………………………8
第四節感知與偏好量表………………………………………10
第五節工作績效…………………………………………… 15
第六節人格特質與工作績效的關係……………………………20
第參章研究方法 ………………………………………………… 31
第一節個案公司簡介…………………………………………31
第二節研究對象………………………………………………32
第三節研究架構………………………………………………34
第肆章資料分析結果 …………………………………………… 38
第一節全體員工分析資料結果………………………………38
第二節相關分析………………………………………………40
第三節信度分析………………………………………………42
第四節迴歸分析………………………………………………43
第五節獨立樣本平均數比較…………………………………45
第伍章結果討論 ………………………………………………… 51
第一節研究結論………………………………………………51
第二節實務建議………………………………………………53
第三節研究限制………………………………………………55
參考文獻 ………………………………………………………… 56

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指導教授

房美玉(Meiyu Fang)

審核日期

2008-1-23

推文